AGREEMENT

BETWEEN

THE UNIVERSITY Of MASSACHUSETTS, AMHERSTAND

THE AMERICAN FEDERATION OF STATE, COUNTY, AND MUNICIPAL

EMPLOYEES, COUNCIL 93, LOCAL 1776, AFL-CIO

July 1, 2014 through June 30, 2017

TABLE OF CONTENTS PAGE

Preamble iiiDefinitions ivArticle 1 Recognition 1Article 2 Scope of Agreement 2 Article 3 Management Rights 3Article 4 Union Security 4Article 5 Agency Service Fee 5Article 6 Union Business 6-8Article 7 Non-Discrimination & Affirmative Action 9Article 8 Fair Practices 10Article 9 Health Promotion Programs 11Article 10 Workweek and Work Schedule 12-20Article 11 Leave 21-30Article 12 Extension of Sick Leave 31-32Article 13 Vacations 33-36 Article 14 Holidays 37-39Article 15 Employee Expenses 40Article 16 Parking 41Article 17 Employee Compensation 42-45Article 18 Health and Welfare 46-47 Article 19 Promotions and Filling of Vacancies 48-51Article 20 Layoff and Recall 52-54Article 21 Contracting Out 55Article 22 Out of Title Work 56Article 23 Special Recruitment Rate Positions 57Article 24 Classification and Reclassification 58-59Article 25 Class Reallocations 60Article 26 Professional Development 61-69Article 27 Safety Procedures 70-74Article 28 Probationary Employees 75Article 29 Disciplinary Action 76-88 Article 30 Grievance and Arbitration Procedure 89-93Article 31 Personnel Files 94-95Article 32 Evaluation of Employees 96-98Article 33 Labor/Management Committee 99Article 34 No Strike/No Lockouts 100Article 35 Cost Items and Appropriations by the 101Article 36 General Court Savings Clause 102Article 37 Duration and Signature Page 103-104

SUPPLEMENTAL AGREEMENTSA. Vacation for Employees with Less Than Fifty-Two Weeks 105 Guaranteed Employment B. Campus Security 106-108C. Summer Employment Less than 52-Week Employees 109-113D. Temporary Employees 114 Side Letter 1 Parking 115 Side Letter 2 Picture Identification Badges 115 Side Letter 3 Essential Employee List 115 Side Letter 4 Stand By Pay 115 Side Letter 5 Applicability of Article 10, Section 14 115 Side Letter 6 Agreements with Campus Security 115 Side Letter 7 New Administrative Computer System 115 Side Letter 8 Physical Plant Committee 116 Side Letter 9 Discussion of Potential New Classification Plan 116 Side Letter 10 Possible Essential Function Review 116 Side Letter 11 Designated Uniforms 116 Side Letter 12 Annual Review Instruments 117 Side Letter 13 117 Side Letter 14 117 Side Letter 15 Leave 118 Side Letter 16 Vacations 118 Side Letter 17 Transaction Report 118 Side Letter 18 On-Line Application Process 118 APPENDICES:

Appendix A Titles 122-124 Appendix B Request for Extension of Sick Leave 125 Appendix C Temporary Work Assignment Form 126 Appendix D-1 Request to Appeal Classification of Trust 127 Funded Position Form (Cover Letter) Appendix D-2 Request to Appeal Classification of Trust Funded 128 Position Form (Fact Sheet) Appendix E Certificate of Eligibility for Tuition Remission 129 Appendix F Performance Evaluation for Classified Employees 130-133 Appendix G Request for Change in Work Location or Assignment 134 Appendix H Request for Change of Shift/Days Off 135 Appendix I Seniority Bypass Appeal Form 136 Appendix J Request for Substitution of Sick Leave 137 Salary Schedules 138-144

PREAMBLE

This Agreement entered into by the University of Massachusetts, Amherst, hereinafter referred to as the Employer, and the American Federation of State, County, and Municipal Employees, Council 93, Local 1776, AFL-CIO, hereinafter referred to as the Union, will set forth procedures for the equitable resolution of grievances, the terms of employment with respect to wages and working conditions, and means by which the parties may consult peri-odically on mutually perceived problems and has as its purpose the promotion of harmonious relations between the Employer and the Union.

All parties are committed to the creation and maintenance of a work environment where employees and supervisors treat each other with dignity, respect, and civility.

iii

DEFINITIONS

1. BOARD - The term “Board” shall mean the Board of Trustees of the University of Massachusetts.

2. CHIEF EXECUTIVE OFFICER (CEO) - The term “Chief Executive Officer,” hereinafter in this Agreement as “CEO,” shall mean the Chancellor of the University of Massachusetts at Amherst, or his/her designee.

3. CHIEF EXECUTIVE OFFICER DESIGNEE - shall be the Employee/Labor Relations Administrator or his/her designee.

4. DAY - Except as is otherwise provided in this Agreement, the term “day” shall mean a calendar day inclusive of any Saturday, Sunday, skeleton day, or holiday.

5. DOMESTIC PARTNER - A person of the same sex with whom the unit member has a committed relationship, which involves a personal and economic bond.

6. EMPLOYER - The term “Employer” shall mean the University of Massachusetts Amherst.

7. IMMEDIATE SUPERVISOR - The term “Immediate Supervisor” shall mean the immediate work supervisor, designated by the CEO or designee, who may or may not be a unit member.

8. INSTITUTIONAL PERSONNEL OFFICER - shall be Manager of Total Compensation/Assistant Vice Chancellor for Human Resources or designee.

9. SENIORITY - Except as is otherwise provided in this Agreement, the term “seniority” shall be defined as length of continuous full-time equivalent service as a full-time or regular part-time employee, regardless of source of funds, since the last date of hire by the University.

10. TOUR OF DUTY - The term “Tour of Duty” shall mean that period of time regularly assigned to an employee as his/her regular daily work period.

11. UNION - The term “Union” shall mean Local 1776 of the American Federation of State, County, and Municipal Employees, Council 93, AFL-CIO.

12. WORKWEEK - The term “Workweek” shall mean a calendar week, i.e., a week extending from Sunday to Saturday inclusive.

iv

1

ARTICLE 1

RECOGNITION

Th e Employer recognizes the Union as the sole and exclusive bargaining agent for the purposes of establishing wages, hours, standards of productivity and performance, and other terms and conditions of employment for all full-time and regular part-time employees in the bargaining unit, certifi ed as of November 1, 1997, and any and all amendments since that date. A regular part-time employee is defi ned as an employee who is expected to work fi ft y percent (50%) or more of the hours in a work year of a full-time employee in the same title.

Should any new classifi ed classifi cation(s) be added to the work force, the Employer shall notify the Union of such new classifi ed classifi cation(s). Th e Employer shall determine if such new classifi ed classifi cation(s) shall be added to the bargaining unit and the Employer shall notify the Union of its determination. If the Union disagrees with the Employer’s determination, the matter may be referred to the State Labor Relations Commission by the Union, with a request that the Commission makes a determination. In the event it shall be fi nally adjudicated that the classifi ed classifi cation(s) be added to the bargaining unit, the classifi ed classifi cation(s) shall then be subject to the provisions of this Agreement.

Th e Employer will not aid, promote, or fi nance any labor group, organization, or individual which purports to engage in collective bargaining, or negotiate with any individual unit member or make any agreement with any individual for the purpose of undermining the Union or changing any condition in this Agreement.

Th e Employer agrees to apply applicable provisions of this Agreement to those employees who receive all contractual benefi ts, whose funding source is derived from institute, grant, or contract funds and who perform the functions of those positions covered by this Agreement to the extent that the terms of their respective institute, grant, or contract funding source and the level of funding hereunder so allow, as determined by the CEO.

2

ARTICLE 2

SCOPE OF AGREEMENT

SECTION 1.

Th e parties agree that this Agreement in all respects supplants and replaces all particular provisions of the following General Laws of the Commonwealth of Massachusetts and Rules and Regulations thereto and any future rules and regulations promulgated hereunder namely: the second paragraph of Section twenty-eight of Chapter seven (Red Book); Section twenty-four A; paragraphs four and fi ve (Gray Book), formerly paragraphs fi ve and six of Section forty-fi ve; paragraphs one, four, and ten of Section forty-six, and Section fi ft y-three of Chapter thirty; Sections thirty to forty-two, inclusive, of Chapter one hundred forty-nine.

SECTION 2.

Th e parties agree that during the negotiations of the terms of this Agreement, they were aff orded the unrestricted right to negotiate all matters covered by Chapter 150E; that they shall be governed exclusively by and limited to the terms and provisions of this Agreement and that neither shall have any other obligation or be obligated to negotiate with respect to any matter pertaining to wages, hours, or other terms and conditions of employment whether or not specifi cally included in this Agreement or discussed during the negotiations preceding the execution of this Agreement.

SECTION 3.

No addition, alteration, modifi cation, or waiver of any term, provision, covenant, condition, or restriction in this Agreement shall be valid, binding, or of any force or eff ect unless mutually agreed to, in writing, by the parties to this Agreement.

SECTION 4.

Any prior Agreements, covering employees covered by this Agreement shall be terminated and of no eff ect, upon the eff ective date of this Agreement and shall be superseded by this Agreement, except for those benefi ts that are specifi cally continued into the new Agreement by mutual consent.

3

ARTICLE 3

MANAGEMENT RIGHTS

Th e Union and the Employer agree that the provisions of this Agreement shall be expressly limited to conditions of employment covered by this Agreement and no provision shall be construed to restrain the University from the management of its operations, including but not limited to the determination of the standards of service to be provided and standards of productivity and performance of its employees; the right to determine the size and composition of the work force; to determine educational and work standards; to decide the location and number of its offi ces, administrative buildings, residence halls, facilities, and physical plant; to determine the quantity and type of equipment to be used in its operation; the speed of such equipment and the manning requirements of such equipment or any job; to determine the content of job classifi cation; to promulgate reasonable rules and regulations; to select supervisory and managerial employees; to discipline, demote, and discharge employees; to contract out work; to control and determine the state of products which may be used by employees; to restructure and combine jobs or to organize work teams or groups as it determines the operational needs of the organization warrant; to determine the time for work, staffi ng pattern, and work area; to determine the method and place of performing work including the right to determine that the University’s work force shall not perform certain work; to transfer employees from one administrative area to another; to schedule work, shift s and work breaks; to determine the method of performing work including the introduction of improved methods and facilities; to determine whether such work shall be performed by bargaining unit employees or others; to fi x standards of quality and quantity for work to be done; to determine whether any part of the whole of its operations shall continue to operate; to establish, to change, or abolish any service; to maintain order and effi ciency in its facilities and operations; to determine the duties of employees; to hire, layoff , assign, transfer, or retrench; to determine the qualifi cations of employees; to promote employees; to upgrade, allocate, reallocate, or classify employees; to determine the starting and quitting time; to require overtime; and all other rights and prerogatives including those exercised unilaterally in the past, subject to such regulations and restrictions governing the exercise of these rights as expressly provided in this Agreement, statute, or law. Any management right set out in this Article shall be subject to the grievance and arbitration provisions herein.

4

ARTICLE 4

UNION SECURITY

DUES CHECK-OFF

SECTION 1.

Th e Union shall have the exclusive right to the check-off and transmittal of Union dues on behalf of each employee.

SECTION 2.

An employee may consent, in writing, to the authorization of the deduction of Union dues from his/her wages and to the designation of the Union as the recipient thereof. Such consent shall be in a form, acceptable to the Employer/Union and shall bear the signature of the employee. An employee may withdraw his/her Union dues check-off authorization by giving at least a sixty (60) day notice, in writing, to the Division of Human Resources and the secretary/treasurer of the Union.

SECTION 3.

An employee may consent, in writing, to the authorization of the deductions of an agency service fee from his/her wages and to the designation of the Union as the recipient thereof. Such consent shall be in a form, acceptable to the Employer/Union, and shall bear the signature of the employee. An employee may withdraw his/her agency service fee authorization by giving at least a sixty (60) day notice, in writing, to the Division of Human Resources and the secretary/treasurer of the Union.

SECTION 4.

Th e Employer shall deduct weekly dues or any agency service fee from the pay of employees, who request such deduction in accordance with this Article, and transmit such funds in accordance with University policy to the Treasurer of the Union, together with a list of part-time and full-time employees whose dues or agency service fees are transmitted, provided that the Employer is satisfi ed by such evidence that it may require that the treasurer of the Union has given to the Union a bond in a form approved by the Employer for the faithful performance of his/her duties, in a sum and with such agency or securities as are satisfactory to the Employer. Th e parties agree to deduct from the pay of unit employee’s dues or agency fees on a bi-weekly basis and to remit the dues or fees on a monthly basis.

5

ARTICLE 5

AGENCY SERVICE FEE

SECTION 1.

Each employee, who elects not to join or maintain membership in the Union, shall be required to pay, as a condition of employment, beginning thirty (30) days following the commencement of his/her employment, an agency service fee to the Union in an amount that is equal to the amount required to become and remain a member in good standing of the exclusive bargaining agent.

SECTION 2.

Th is Article shall not become operative until this Agreement has been formally executed, pursuant to a vote of a majority of all employees in that bargaining unit present and voting.

SECTION 3.

Th e Union shall reimburse the Employer for any expenses incurred as a result of being ordered to reinstate an employee, terminated at the request of the Union, for not paying the agency service fee. Th e Union will intervene in and defend any administrative or court litigation concerning the propriety of such termination for failure to pay the agency service fee. In such litigation, the Employer shall have no obligation to defend the termination.

SECTION 4.

Disputes between the parties, concerning this Article, shall be resolved in accordance with the grievance procedure contained in this Agreement. In the event such a dispute is submitted to arbitration, the arbitrator shall have no power or authority to order the Employer to pay such agency service fee on behalf of any employee. If the arbitrator decides that an employee has failed to pay or authorize the payment of the agency service fee in accordance with this Article, the only remedy shall be the termination of the employment of such employee, if the employee continues to refuse to pay or authorize payment of the required agency service fee aft er having suffi cient time to do so.

SECTION 5.

It is specifi cally agreed that the Employer assumes no obligation, fi nancial or otherwise, arising out of the provisions of this Article, and the Union hereby agrees it will indemnify and hold the Employer harmless from any claims, actions or proceedings by an employee arising from the termination of an employee hereunder.

6

ARTICLE 6

UNION BUSINESS

SECTION 1. UNION REPRESENTATIVES

Union staff representatives shall be permitted to have access to the premises of the University for the performance of offi cial Union business, provided that there is no disruption of operations. Requests for such access will be made in advance and will not be unreasonably denied. Th e Union will furnish the Employer with a list of staff representatives and their areas of jurisdiction.

SECTION 2. UNION OFFICIALS

Except as hereinaft er provided, Union business shall be conducted by Union offi cials on off -duty hours. Designated Union offi cials shall be permitted to have time off , without loss of pay, for the investigation and processing of grievances and arbitrations. Grievant shall be permitted to have time off , without loss of pay, for processing their grievance through the contractual grievance procedure, except that for class action grievances, no more than three (3) grievants shall be granted such leave. Requests, for all such time off , shall be made in advance and shall not be unreasonably denied. Union offi cials and representatives shall conduct Union business in a manner, which shall not be disruptive to the University’s operations or any employee’s work. Th e Union will furnish the Employer with a list of the designated Union offi cials.

SECTION 3. PAID LEAVE OF ABSENCE

A. Leaves of absence without loss of wages, benefi ts, or other privileges may be granted to elected delegates of the Union to attend conventions of the state, regional and parent organization. Such leave will require the prior approval of the CEO. Persons designated as alternate delegates shall not be granted paid leave of absence to attend such conventions. B. Leaves of absence without loss of wages, benefi ts, or other privileges may be granted to the Union negotiating committee members for the attendance at negotiation sessions with the Employer and related Union caucuses. Such leave will require the prior approval of the CEO. C. Leaves of absence without loss of wages, benefi ts, or other privileges may be granted for attendance at joint labor management meetings. Such leave will require the prior approval of the CEO. D. Leaves of absence without loss of wages, benefi ts, or other privileges may be granted to Executive Board members for attendance at not more than twelve (12) Executive Board meetings per year. Such leave will require the prior approval of the CEO. Th e number of paid attendees and the duration of the meetings shall not exceed past practice.

SECTION 4. UNPAID UNION LEAVE OF ABSENCE

Upon request of the Union, an employee may be granted a leave of absence, without pay, to perform full-time offi cial duties on behalf of the Union.

7

Such leave of absence shall be for a period of up to one (1) year and may be extended for one (1) or more additional periods of one (1) year or less at the request of the Union. Advance approval of the CEO is required for all such leaves of absence or extensions thereof.

SECTION 5. ATTENDANCE AT HEARINGS

A. Designated Union offi cials may be granted leave of absence without loss of wages, benefi ts, or other privileges to attend hearings before the Legislature and State agencies concerning matters of importance to the Union and the Employer. Such leave will require prior approval of the CEO. B. Witnesses called by the Union to testify at a step 4 hearing or in an arbitration proceeding (step 5) may be granted time off without loss of benefi ts or other privileges (not including wages). C. All leave granted under this section shall require prior approval of the CEO.

SECTION 6. UNION USE OF PREMISES

A. Th e Union shall be permitted to use the same or similar facilities of the University for the transaction of Union business, during working hours, which have been used in the past for such purpose and to have reasonable use of the University’s facilities during off -duty hours for Union meetings subject to appropriate compensation if required by law. Th is section shall not be interpreted to grant an employee the right to carry on Union business during his/her own working hours not granted elsewhere in this contract. B. Unit members shall continue to be permitted access to the same or similar facilities as approved and provided in the past. C. Th e Employer shall provide a Union offi ce.

SECTION 7. BULLETIN BOARDS

Th e Union may post notices on designated bulletin boards or an adequate part thereof in places and locations where notices are usually posted by the University for employees to read. All notices shall be on Union stationery, signed by an offi cial of the Union, and shall only be used to notify employees of matters pertaining to Union aff airs. Th e notices may remain posted for a reasonable period of time. No material shall be posted which is infl ammatory, profane or obscene, or defamatory of the Commonwealth or its representatives, or which constitutes election campaign material for or against any person, organization or faction thereof.

SECTION 8. EMPLOYER PROVISION OF INFORMATION

Th e Employer shall be required to provide the Union with the following information: 1. Every month, a list of all new employees in the bargaining unit and their date of employment and classifi cation. 2. Every month, a list of all unit employees who have been terminated. 3. A list of unit employees, who withdrew check off authorizations within two (2) months of such withdrawal. 4. Every six (6) months, a list of all unit employees, their title, and last date of hire. 5. Every month, a list of all unit employees not on dues or agency fee check-off and who are off payroll for any reason the week of deduction.

8

6. Provide the name and change of title for all individuals who received a management review or individual appeal. 7. Every other year, a copy of that portion of the EEO-6 Form or equivalent that covers unit employees. 8. Th e Union recognizes that requests for information, made on behalf of members or the bargaining unit, can require substantial time, eff ort, and cost to the Uni versity in collecting information for a response. For information sought by the Union from the Employer, not described in Sections 10 and 13 of this Article, it is understood that the Employer may respond to the Union that the request is excessive, burdensome, or otherwise impractical to respond provided such response is made within ten (10) working days of receiving the request in the Labor Relations Offi ce. If the Employer so responds, the information request shall be considered to be in abeyance and no action regarding it shall be taken by either party until a joint labor-management meeting described in this provision is held. As soon as possible, a labor management-meeting will be held to discuss the request for information including alternative approaches to provision of the information and the relevancy and need for such information. Management will provide at this meeting a written estimate of the time of completion. If the parties do not mutually agree upon a method for responding to the information request, the Employer shall then have ten (10) working days to determine if it will provide the information or decline to provide it, though the Union recognizes that in respect to some requests the actual time needed to assemble and transmit may be longer and reasonable periods of time for such activity shall be allowed. Where the Employer has been providing this or other information to the Union at more frequent time intervals, the information shall continue to be furnished at such intervals.

SECTION 9. ORIENTATION

Where the Employer provides an orientation program for new employees, one-half (1/2) hour shall be allotted to the Union and to the new unit employees, during which time a Union representative may discuss the Union with the employees.

9

ARTICLE 7

NON-DISCRIMINATION AND AFFIRMATIVE

ACTION

SECTION 1.

Th e parties agree not to discriminate in any way against employees covered by this Agreement on account of race, religion, creed, color, national origin, sexual orientation, sex, age, mental or physical handicap, or veteran status.

SECTION 2.

Th e parties agree that when the eff ects of employment practices, regardless of their intent, discriminate against any group of people on the basis of race, religion, age, sex, national origin, mental or physical handicap, or veteran status specifi c positive and aggressive measures must be taken to redress the eff ects of past discrimination, to eliminate present and future discrimination, and to ensure equal opportunity in the areas of hiring, upgrading, demotion or transfer, recruitment, layoff or termination, rate of compensation, and in-service or apprenticeship training programs. Th erefore, the parties acknowledge the need for positive and aggressive affi rmative action.

SECTION 3.

Th is Article shall be in accordance with all applicable federal and state laws.

10

ARTICLE 8

FAIR PRACTICES

SECTION 1.

Th e Board and the Union recognize and affi rm their commitment to the policy of non-discrimination with regard to race, color, religious creed, national origin, age, religious affi liation (if any), sex, marital status, handicap status or sexual orientation. Th e parties agree that no employee shall be subjected to sexual harassment. Th e terms of this Agreement shall not be applied in an arbitrary or capricious manner.

SECTION 2.

Nothing contained herein shall be construed to deny or restrict any unit member rights s/he may have under applicable laws of the Commonwealth of Massachusetts and its regulations or other applicable provisions of state or federal law.

SECTION 3.

Th e Union shall represent all persons in the bargaining unit without regard to race, color, religious creed, national origin, age, religious affi liation (if any), sex, marital status, handicap status, sexual orientation, or participation in the activities of the Union.

11

ARTICLE 9

HEALTH PROMOTION PROGRAMS

Th e Employer and the Union, recognizing that the health of an employee greatly aff ects the quality of his/her work, shall encourage unit employees to take advantage of any new or existing programs and facilities that will help to maintain their mental and physical well-being. In addition, the Employer will continue to plan programs aimed at serving Union members.

12

ARTICLE 10

WORKWEEK AND WORK SCHEDULE

SECTION 1. DEFINITIONS

A. Work Assignment – Th e work assigned to bargaining unit members by their supervisor. B. Shift – Th e hours of work of an employee. A second shift commences at 1:00 PM or aft er and ends no later than 2:00 AM. A third shift commences at 9:00 PM or aft er and ends no later than 9:00 AM. C. Work Location - Th e major work areas of the departments and employees covered by this Contract. Th e following areas shall constitute work locations for employees covered by this agreement: 1. Physical Plant a. Custodial Services Days Service Area I – Physical Plant Service Area II – Goodell Service Area III – Herter Hall Nights Service Area I – Goodell Service Area II – Th ompson Hall Service Area III – Knowles Service Area IV – Western Mass. Public Health – Morrill b. Customer Service and Work Management c. Utilities Utilities Department (Power Plant, Water Treatment, Dig Safe, Utility Mechanical and Utility Electrical) will be located at the Central Heating Plant, eff ective March 2008. d. Building Maintenance Central Shops – Physical Plant Zone 1 – Polymer Research Center Zone 2 – Aggie Engineering Zone 3 – Boyden Gym Zone 4 – Physical Plant Zone 5 – Tillson Farm Zone 6 – Old Paint Shop e. Alterations f. Grounds Management Fleet Services – Physical Plant Construction Services – Tillson Farm Coal Siding Waste Management – Intermediate Processing Facility Landscape Services Management Grounds Maintenance Facility g. Administrative Services

13

2. Residential Life a. East (1) Custodial Northeast/Sylvan/North Orchard Hill/Central (2) Maintenance-non licensed Northeast/Sylvan/North Orchard Hill/Central (3) Licensed Trades b. West (1) Custodial Commonwealth Honor’s College Residential Community Southwest/South (includes Lincoln Apartments) Southwest/North (2) Maintenance-non licensed Commonwealth Honor’s College Residential Community Southwest/South(includes Lincoln Apartments) Southwest/North (3) Licensed Trades c. Rental Properties (Family Housing) d. Central Services 3. Auxiliary Services a. Dining Services Worcester Dining Common Hampden Dining Common Franklin Dining Common Hampshire Dining Common Berkshire Dining Common Snack Bars/Munchies Kosher Dining Room Trade and Maintenance Loading Docks Retail Food Bakery b. Campus Center Trade and Maintenance Accommodations Book Store Loading Docks Campus Center Loading Docks 4. Parking Services 5. Department of Public Safety 6. Offi ce of Information Technology 7. University Health Services 8. Athletics 9. Environmental Health and Safety

14

10. Transit Services 11. Campus Distribution Services 12. Academic Departments a. Chemistry b. Animal Care c. Engineering d. Plant and Soil Sciences In other areas, each division is a work location. New work locations may be created during the term of this agreement upon thirty (30) days notice to the Union, subject to impact bargaining if requested. D. Transfer - A movement of an employee between work locations

SECTION 2. ASSIGNMENT

Management has the right to assign work to those employees who report to each work location. Employees, who wish a new or diff erent assignment, shall notify their supervisor annually of such interest. Consideration shall be given to such requests in making assignments. In unusual circumstances, employees may have work assigned in other work locations, without notice. SECTION 3. SHIFT CHOICE

Whenever the Employer determines that a change in the number on a shift is needed or a vacancy arises on a shift due to transfer or promotion, shift choice shall be awarded in order of seniority with fi rst preference for the shift going to the senior employee within the department. Departments are defi ned as follows: Physical Plant (includes Alteration Department), Residential Life, Auxiliary Services, Transportation Services (includes Parking Services and Transit Services), UMass Amherst Police Department, Offi ce of Information Technology, University Health Services, Athletics, Environmental Health and Safety, Transit Services, Campus Distribution Services, Academic Departments. No employee shall be involuntarily moved between shift s except for cause and with twelve (12) working days’ notice, except in cases of emergency and otherwise in accordance with section 6.B.1. Th ese same provisions shall apply to changes in days off and shift changes. If the employee is not satisfi ed with the days off or shift change, he/she may elect to return to his/her former shift and/or days off within ten (10) working days.

SECTION 4. VOLUNTARY TRANSFER

Employees may apply for voluntary transfer in the same title outside their work location. Employees wishing to transfer to another work location may apply on a form provided by the Employer. Th e Employee shall deliver that form to the department head of the work location. Such forms shall be retained to the end of the calendar year following their delivery. Applications for transfer shall be considered prior to the posting of vacancies. Applications for voluntary transfers shall be considered in order of campus seniority. Where practicable, the employee with greater seniority shall be assigned to the position. Campus seniority shall be subject to bypass for just cause and reasons for denial, if requested, shall be given in writing. Voluntary transfers may not be used during the employee’s probationary

15

period, pursuant to Article 27. Following a voluntary transfer or appointment, an employee cannot apply for a transfer for six (6) calendar months. If the employee is not satisfi ed with the lateral transfer, he/she may elect to return to his/her former location within ten (10) working days aft er said appointment.

SECTION 5. INVOLUNTARY TRANSFER

A. An involuntary transfer, made to adjust the number of employees on shift s or due to changes in workload, volunteers will be sought fi rst. If there are no volunteers, such transfers shall be made in reverse order of seniority and otherwise in accordance with section 6.B.1. Employees who are involuntarily transferred in this way shall fi le a voluntary transfer form with the department head in order to preserve their right of return to their original location in priority over others regardless of seniority. B. Where the operational or personnel needs are best served in management’s determination by the transfer of a specifi c employee from one work location to another within a department such transfer may be made for cause. Th e reasons for such involuntary transfer shall be in writing.

SECTION 6. SCHEDULED HOURS, WORKWEEK, WORKDAY

Except as otherwise specifi ed in this Agreement, the regular hours of work for full-time employees shall be forty (40) hours per week, including meal periods as has been es-tablished for that job title at the particular job location. Th e employees shall take their meal break at the work site and be on call at all times during the meal break. A. When the CEO desires to change the regular work schedule of an employee, the aff ected employee shall receive at least a twelve (12) working day written notice of such contemplated change, except in cases of emergency involving the protection of the property of the Employer or involving the health and safety of those persons whose care and/or custody have been entrusted to the Employer. Th e work schedule of an employee shall not be changed to avoid the payment of overtime of fi ve (5) days or less. 1. Where practicable, assignments in shift , days off , or work location with no change in job title and no change in grade shall be fi lled by qualifi ed volunteers in order of seniority. If there are no volunteers, assignments shall be made in inverse order of seniority with the aff ected employee having priority to return to the original shift , days off , or work location. 2. Th e work schedule, both starting times and quitting times, of employees shall be posted at least ten (10) working days in advance on a bulletin board at each work location and also made available to employees and Union stewards. B. To the extent practicable, the normal work week shall consist of fi ve (5) consecutive days, Monday through Friday, with the regular hours of work each day to be consecutive except for meal periods. Similarly, to the extent practicable, employees in continuous operations shall receive two (2) consecutive days off in each seven (7) day period. Th is sub-section shall not apply to employees in authorized fl exible hours programs. Th e starting and quitting time for each employee shall be uniform and consistent unless changed in accordance with the provisions of this Article. Regularly

16

scheduled work shift s shall have at least sixteen (16) hours between quitting and starting time. C. Each employee shall be required to record his attendance in accordance with procedures, which may be established, in writing, from time to time by the CEO. Th irty (30) days prior to any change in the existing method of recording attendance, the CEO will notify the Union of such change and will meet and confer with the Union to discuss such change. In the event an employee reports to his/her place of work at his/her regularly scheduled time, s/he shall not be sent home if his/her tour of duty was rescheduled without a ten (10) day notice; s/he shall be allowed to work the regularly scheduled tour of duty. D. In order to provide fl exible staffi ng to address the changes in staffi ng needs, a fl oating pool will be created eff ective July 1, 2001 in Dining Services. A reasonable number of employees, constituting a selection of titles needed to provide staffi ng support, shall constitute the fl oating pool. Members of the fl oating pool will be chosen as follows. First, volunteers will be sought. Second, employees hired into the Dining Services aft er July 1, 2001 may be assigned to the fl oating pool. If the Employer determines that insuffi cient number of employees have volunteered or been hired aft er meeting with the Union to discuss the appropriate level of staffi ng for this fl oat pool, employees may be assigned in reverse order of seniority to the fl oat pool. E. Employees wishing to swap their days off in a given week may do so by mutual agreement of the employees involved with the consent of their supervisor and the approval of the University Personnel Offi cer or designee.

SECTION 7. OVERTIME

A. An employee shall be compensated at the rate of time and one-half his/her regular rate of pay for authorized overtime work performed in excess of eight (8) hours per day or forty (40) hours per week of actual work (excluding sick time and family sick time). B. An employee whose regular work week is less than forty (40) hours, shall be compensated at his/her regular rate for authorized overtime work performed up to forty (40) hours of actual work (excluding sick time and family sick time)per week that is in excess of his/her regular workweek. C. An employee shall be compensated at the rate of time and one-half his/her regular hourly rate of eight (8) hours in his/her regular workday except that an employee whose regular workday is more than eight (8) hours shall be compensated at the rate of time and one-half his/her regular hourly rate of pay for authorized overtime work (excluding sick time and family sick time) performed in excess of his/her regular workday. Compensatory time off , computed at time and one-half in lieu of overtime compensation, may be authorized by the CEO upon request of the employee. D. Th e CEO shall not, for the purpose of avoiding overtime, curtail or modify the scheduled hours of an employee during the remainder of the workweek in which the employee has previously worked hours beyond his/her normally scheduled workday.

17

E. With the exception of sick time and family sick time, all time for which an employee is on paid leave status shall be considered time worked for the purpose of calculating overtime. If sick leave is taken in a week of mandatory overtime, an employee may substitute three (3) days per year of alternate time (vacation, holiday, compensatory or personal and up to two (2) days per year of sick time (with medical evidence provided per Article 11, Section 1, Subsection E, items 1 through 4) refer to appendix J. Th is provision shall take eff ect on January 1, 2016. Th e parties shall meet in the meantime if needed to discuss the implementation of this language on that date. F. Th ere shall be no duplication or pyramiding of the premium pay for overtime work provided for in this Agreement. G. Overtime shall be distributed as equitably and impartially as practicable among employees in each work location, who ordinarily perform such work in the normal course of their workweek. Department heads and Union representatives at each location shall work out procedures for implementing this policy of distributing overtime work. Such policies shall be approved by the CEO. H. Th e CEO shall make every eff ort to send out checks for overtime work no later than the fi rst payroll period following the payroll period of the overtime work, but in no event later than the second payroll period thereaft er. Th e parties recognize that implementation of a bi-weekly payroll in 2002 makes timely submission of overtime data even more crucial to avoid delays in payment of overtime. Th e Division of Human Resources will make every reasonable eff ort to pay reported overtime in the next feasible payroll and to fully inform departments of their obligation to report overtime in the week it is earned to permit payment. I. Overtime worked by members of the bargaining unit shall, on a monthly basis, be posted or made publicly available and provided to the Union’s appropriate chapter chair. J. An employee may not refuse to perform compulsory overtime, except for reasons acceptable to the CEO, when it is determined by the CEO that the work must be performed on an overtime period or involves the protection of persons or property of the Employer. Prior to invoking compulsory overtime, if safety and security permits, the CEO will solicit volunteers using the procedures developed by the Employer in part G of this section. If volunteers are not available, the CEO will order an employee to perform such work in the order of inverse seniority. Failure on the part of an employee to work an overtime assignment, as described above without such reason, shall be wrongful and may result in the imposition of disciplinary measures. K. Th e provisions of this section shall not apply to employees on full travel status. L. For each three and one-half (3 ½) hours of overtime, an employee shall be entitled to a one-half (1/2) hour paid time or meal break.

SECTION 8. REGULAR MEALS

A meal period shall be scheduled as close to the middle of the shift as possible considering the needs of the Employer and the needs of the employee.

18

SECTION 9. REST PERIODS

A rest period of a maximum of fi ft een (15) minutes shall be given to employees in each one-half (1/2) tour of duty. Where employees are working at a site that is too remote from their normal break facility to practically take their breaks there in the available time allowed, employees will be allowed to take breaks in the nearest suitable facility. In those lim-ited occasions where absence from the work site would cause a hazardous condition, cause a signifi cant campus impact, or it is not reasonably feasible to travel to the nearest break site inthe break time, the supervisor will send an employee to bring coff ee and other break items to the job site. Any grievance concerning the application of this section shall within twenty (20) calendar days be heard at a single 3rd step meeting. If not heard within prescribed time or re-solved, the case shall be moved to expedited mediation/arbitration before a mediator/arbitra-tor from the Massachusetts Board of Conciliation and Arbitration or another neutral agreed by the parties as soon as such a meeting can be practically scheduled.

SECTION 10. CALL-BACK

An employee, who has left his/her place of employment aft er having completed work on his/her regular tour of duty and is called back to work prior to the commencement of his/her scheduled tour of duty, shall receive a minimum of four (4) hours pay at his/her regular overtime rate. Th is section shall not apply to any employee who is called in to start his/her shift early and who continues to work that shift .

SECTION 11. STAND BY

A. An employee, who is ordered by the department head to be available on a stand-by basis to report to duty when necessary, shall be reimbursed at a rate not to exceed twenty-fi ve dollars ($25.00) for such stand-by period. B. Th e stand-by period shall be fi fteen (15) hours in duration for any night stand-by duty and shall be nine (9) hours in duration for any daytime stand-by. C. Stand-by duty shall mean that a department head has ordered any employee to be immediately available for duty upon receipt of a message to report to work. D. Employees, hired into or appointed into trades aft er July 26, 2001, may be assigned to stand-by on a weekly basis for a compensation of $175.00 per week. Th e Employer will inform employees, who are subject to such assignment, of that possibility during the hiring process. In addition, employees may volunteer for such standby assignment and volunteers will be assigned standby as needed. Th ere will be a labor-management committee at the Physical Plant to discuss and provide input to management in making the determination of the reasonable numbers of employees for standby rotation on a weekly basis in those work areas where such assignments are made.

SECTION 12. SHIFT DIFFERENTIAL

A. Employees of the Commonwealth rendering service on a second or third shift , as defi ned in section 1.B., shall receive a shift diff erential of seventy-fi ve cents per hour ($.75) for each hour worked. B. Th e above hourly shift diff erential shall be paid, in addition to regular salary, for eligible employees when their entire workday is on a second or third shift . Eligible

19

employees who are required to work a second or third shift or any portion thereof on an overtime basis, replacing a worker who normally works such second or third shift , will receive an hourly diff erential pursuant to paragraph A of this section. C. Bakers who are regularly scheduled to work between 4:00 a.m.-12:00 noon shall be eligible for shift diff erential. D. For employees who are required to work a second or third shift , as governed by paragraph B of this section, overtime shall be compensated at the rate of time and one half (1 ½) of the regular salary rate and the shift diff erential for the number of hours in excess of forty (40) hours per week worked on such second or third shift .

SECTION 13. WEEKEND DIFFERENTIAL

A. Employees rendering service on a weekend shift , as hereinaft er defi ned, shall receive a weekend diff erential of seventy-fi ve cents ($0.75) per hour for each hour worked. B. For the purposes of this section, a weekend shift shall be defi ned as a shift that commences on or aft er 11:00 p.m. on Friday and concludes on or before 12:01 am on Monday. C. Th e above weekend diff erential shall be paid in addition to regular salary for eligible employees when their entire workday is on a weekend shift .

SECTION 14. PAID DETAIL

Paid details are addressed in the Supplemental, depending on the need, to be used as personal clean-up time prior to meal period and at the end of a work shift .

SECTION 15. CLEAN-UP

Employees working in jobs which are especially dirty or which require clean-up for reasons of safety or health shall be granted up to a maximum of ten (10) minutes, depending on the need, to be used as personal clean-up time prior to meal period and at the end of a work shift .

SECTION 16.

Th ose employees, whose 1980-1983 collective bargaining agreement includes the following items on the date of the signing of this Agreement, shall continue to retain these provisions through the term of this Agreement: A. An employee shall normally be assigned duties by his/her regular supervisor. B. Each employee shall have access to all materials, equipment, foods, work areas, and telephones necessary to perform duties and as required to take care of emergency situations. C. Th e Employer shall enter into full discussion with the Union prior to engaging in on- the-job time-study projects D. Th e Employer shall endeavor to supply each employee with adequate locker facilities convenient to his/her work area.

20

E. No managerial employee, as defi ned by the Massachusetts Public Employee Collective Bargaining Law (Chapter 150E), who is excluded from the terms of this Agreement, shall perform the work of any employee covered by this Agreement, except in the case of an emergency, excessive absence of employees from work, lack of an adequate number of employees, or for the purpose of providing instruction or training of employees

SECTION 17.

A. In the event that classes and other activities are cancelled due to adverse weather or hazardous conditions (those which adversely aff ect the health and safety of employees in the University environment), only personnel designated as essential will be required to work. B. Employees designated as essential may be required by the CEO to work during weather or other emergencies. Such employees, who are employed for fewer than fi ft y-two (52) weeks per year, may be awarded compensatory time at the rate of one (1) hour of compensatory time for each hour worked in addition to their regular pay. Employees working hours outside of the regular shift during periods that the University is closed, shall be compensated at two (2) times their regular rate of pay for all hours worked. C. Any employee, who is not at work due to authorized vacation, sick, or personal leave, will not be granted excused time for the delayed opening, early closing, or cancellation in place of vacation, sick, or personal leave. D. Employees, who are described as essential in Article 10, Section 17, who report on days on which there is an emergency closure, shall receive, in addition to their base pay, additional pay in the same amount or double straight time for all hours worked, inclusive of overtime hours for those hours during which the University is offi cially closed. Th ose employees, who elect to and are eligible to receive compensatory time for this work, shall continue to receive such time at the rate in eff ect prior to this Agreement. Th e closure of the University shall be determined by the hours stated in the offi cial closure announcements. Th e double time payment, provided herein, should be the full payment they receive. Once the period of closure comes to an end, they shall revert to their regular pay.

21

ARTICLE 11

LEAVESECTION 1. SICK LEAVE

A. A full-time employee shall accumulate sick leave with pay credits at the rate of one and one quarter (1 ¼) work days for each full payroll month of employment for a total of fi ft een (15) days per year. An employee, on any leave with pay or industrial accident leave, shall accumulate sick leave credits. B. A regular part-time employee shall accumulate sick leave credits in the same proportion that his/her part-time service bears to full-time service. C. Sick leave shall be granted at the discretion of the CEO only under the following circumstances and shall not be unreasonably denied to an employee: 1. When an employee cannot perform his/her duties because he/she is incapacitated by personal illness or injury; 2. When the spouse, domestic partner, child, or parent of either an employee or his/ her spouse, or a relative living in the immediate household of an employee, is ill the employee may utilize sick leave credits up to a maximum of sixty (60) days per fi scal year, except in cases of demonstrated medical emergency or life threatening/terminal illness the sixty (60) day maximum may be waived by the CEO or designee. 3. When through exposure to contagious disease, the presence of the employee at his/her work location would jeopardize the health of others; and 4. To keep appointments with health care professionals. In such instances, the normal requirement of advance notice will be at least fi ve (5) working days. However, the parties recognize that an unforeseen complication may arise from a regularly scheduled appointment with such a health care professional. D. A full-time employee shall not accrue sick leave credits for any month in which s/he was on leave without pay or absence without pay for a total of more than one (1) day. E. Where the Employer has reason to believe that sick leave is being abused, the Employer may require satisfactory medical evidence from the employee. Th is request shall be reduced to writing and shall cite specifi c reasons for the request. When medical evidence is requested, such request shall be made as promptly as possible. To the extent practicable, the employee shall receive prior notice that the Employer believes s/he is abusing sick leave and that s/he may be required to produce medical evidence for future use of sick leave. 1. Satisfactory medical evidence shall consist of a signed statement by a licensed Physician, Physician’s Assistant, Nurse Practitioner, Chiropractor or Dentist that s/he has personally examined the employee and shall contain the general nature of the illness or injury; a statement that the employee was unable to perform his or her duties due to the specifi c illness or injury on the days in question; and the prognosis for employee’s return to work. In cases where the employee is absent due to a family or household illness or injury, satisfactory medical evidence shall consist of a signed statement by medical personnel mentioned above indicating that the person in question has been determined to be seriously ill and needing care on the days in question.

22

2. A medical statement, provided pursuant to this Article, shall be on the letterhead of the attending physician or medical provider, as mentioned above, and shall list an address and telephone number. Failure to produce such evidence within seven (7) days of its request may result at the discretion of the Appointing Authority, in denial of sick leave for the period of absence. 3. If an employee’s physician identifi es an illness or injury as being confi dential and the Employer challenges that determination, the issue shall be submitted to the Medical Director of the University Health Service. Th e employee’s physician shall submit to the Medical Director a description of the illness or injury, which the Medical Director shall review and determine if it is appropriately confi dential. Th e Medical Director will notify the supervisor and employee only of the determination of whether the claim of confi dentiality is appropriate and destroy the medical note. Th e determination of the Medical Director shall not be subject to grievance and arbitration under this Agreement. 4. Any inappropriate use of sick leave may be recorded as unauthorized leave without pay and may result in discipline. F. Th e CEO may require that an employee be examined by a physician of the employee’s choosing and at the employee’s expense, following absence by reason of illness or injury for more than ten (10) consecutive working days. Th e sole purpose of such examination shall be to determine the employee’s fi tness to return to his/her regularly assigned duties. An employee, absent by reason of illness or injury for more than ten (10) consecutive working days, shall provide the CEO with reasonable notice of his/her intent to return. G. Any employee having no sick leave credits, who is absent due to illness, shall be placed, unless otherwise notifi ed by the employee, on personal leave; if no personal leave credits, then on vacation leave. If no sick leave credits or other accumulated leave credits are available, the employee shall be placed on an unpaid leave of absence. Such leave shall be charged on the same basis as provided in subsection G. H. An employee, who is reinstated or re-employed aft er an absence of less than three (3) years, shall be credited with his/her sick leave credits at the termination of his/her prior employment. An employee, who is reinstated or re-employed aft er a period of three (3) years or more shall receive prior sick leave credits, if approved by the CEO, where such absence was caused by: 1. Illness of said employee; 2. Dismissal through no fault or delinquency attributable solely to said employee; or 3. Injury while in the employment of the Employer in the line of duty, and for which said employee would be entitled to receive Workers’ Compensation benefi ts. A person whose employment by the Commonwealth is uninterrupted shall retain all accrued sick leave credits. Sick leave earned in towns, cities, counties, districts, the federal government, etc. shall not be transferred to state service. I. A regular part-time employee shall not accrue sick leave credits for any payroll month in which s/he was on leave without pay or absence without pay in the same proportion that his/her service bears to one (1) day of service of a full-time employee.

23

J. Notifi cation of absences under this Article must be given to the designated representative of the CEO at least one (1) hour prior to the beginning of the scheduled tour of duty. If such notifi cation is not made such absence may, at the discretion of the CEO, be applied to absence without pay. In circumstances beyond the control of the employee, such notifi cation shall be made as early as possible on the day of absence. Within ninety (90) days aft er execution of this Agreement and upon any change in the method of reporting during the term of the Agreement, the Institutional Personnel Offi cer shall notify each employee of the method by which such employee shall report such absence. K. No employee shall be entitled to sick leave under the provisions of this Article in excess of the accumulated sick leave credits due such employee, excluding any extended Sick Leave provisions. L. Employees, whose service with the Employer is terminated, shall not be entitled to any compensation in lieu of accumulated sick leave credits. Employees, who retire, shall be paid twenty (20) percent of the value of their unused accrued sick leave at the time of their retirement. It is understood that any such payment will not change the employee’s pension benefi ts. M. Sick leave credits, earned by an employee following a return to duty aft er a leave without pay or absence without pay, shall not be applied to such period of time. N. An employee who, while in the performance of his/her duty, receives bodily injuries resulting from acts of violence, and who, as a result of such injury, would be entitled to benefi ts under Chapter 152 of the General Laws, shall, if entitled under Chapter 30, Section 58 of the General Laws, be paid the diff erence between the weekly cash benefi ts to which s/he would be entitled under said Chapter 152 and his/her regular salary without such absence being charged against available sick leave credits, even if such absence may be for less than six (6) calendar days. O. Th e Employer may require a bargaining unit member to report to a health care provider named by the Employer in the following circumstances: 1. Where the Employer reasonably needs a medical examination to determine the employee’s current fi tness for work. 2. Th ere is an issue about the employee’s ability to perform some or all of the functions of the job they are employed in and the Employer reasonably needs a medical examination to determine if the employee can perform that function or what reasonable accommodation must be made. An employee, reporting for such examination, shall cooperate with the health care provider conducting the exam and provide needed medical records to enable the examiner to review the condition at issue. All such examinations shall be held under the following conditions: Th e unit member shall receive written notice of the proposed examination at least ten (10) days in advance of their report time. Such notice shall give information about the reason(s) for the examination and of what health records the employee should try to bring with them. Th e employee, receiving such a notice, may supply to the administrator issuing the medical information which, if reasonably found by that administrator to be suffi cient to assure them of the fi tness of work of the employee, shall result in cancellation of the examination.

24

Th e actual time going to and from and participating in the exam shall be paid at the employee’s applicable rate for those hours. Th e manager or administrator responsible for directing the MBU and one (1) of the following administrators: the Assistant Vice Chancellor for Human Resources, Manager of Total Compensation, Labor Relations Administrator, or Deputy Provost for Faculty Relations or their successor in title has approved the directive in writing. Th is language shall become eff ective on January 1, 2002. Th e Union and the Employer agree to meet and discuss issues involving the application of this language to persons determined to be covered by the American’s with Disabilities Act prior to such implementation. Th e referral to and examination of an employee by a medical provider does not constitute a waiver of that employee’s right to challenge any action by the Employer arising from such examination in any forum which is otherwise available to the employee. P. Sick Leave Bank and Sick Leave Cash-In. 1. A bargaining unit member may voluntarily elect to join a Sick Leave Bank, providing that overall twenty per cent (20%) of unit members so elect. 2. Any member, who chooses to join shall, eff ective January 1, earn one (1) sick day per month. Th e three (3) days diff erence in annual full-time sick leave accrual between twelve (12) days for bank members and fi ft een (15) for those not in the bank, shall be, as of January 1, distributed in the following manner: a. Two (2) days shall be contributed to the Sick Leave Bank; b. One (1) day shall be converted into an additional personal leave day (for a total of fi ve (5) personal leave days) to be used in accordance with Section 2 of Article 11. 3. An employee, wishing to join the Sick Leave Bank, shall so elect by November 1 for each succeeding calendar year. 4. Th e Sick Leave Bank shall be governed by a board consisting of two (2) members appointed by AFSCME Local 1776, two (2) members appointed by the CEO, and a chair designated by the other four (4) members, who shall vote only in the event of a tie. 5. Th e board shall develop guidelines for the operation of the Sick Leave Bank by November 1, 1996. Such guidelines shall include special considerations that may apply to thirty-fi ve (35) week and part-time employees. 6. Before drawing days from the Sick Leave Bank, an employee must use up all accrued sick leave, personal leave, and all but ten (10) days of vacation leave. 7. An employee must have been absent from work for at least ten (10) working days (with or without using accrued time) prior to drawing from the sick leave bank. 8. Employees, who elect to join the Sick Leave Bank, shall also be eligible, if they so choose, to cash in their annual unused sick leave credits, eff ective January 1, 1998 and each January 1 thereaft er, up to a maximum of six (6) days at 50% of their value as outlined in the table below:

25

Sick Leave Use Sick Leave Cashed-In Cash-In Value 0 days 6 days 3 days 1 day 5 days 2.5 days 2 days 4 days 2 days 3 days 3 days 1.5 days 4 days 2 days 1 day 5 days 1 day 0.5 days 6 days 0 days 0 days

In order to exercise this option, an employee must cash in all sick days that are earned and accrued during the previous twelve (12) months in excess of six (6) days. Th e decision to cash in sick time must be made by the employee by November 1, 1997 and each November 1 thereaft er. Sick days cashed in shall be deducted from the employee’s sick leave balance.

SECTION 2. PAID PERSONAL LEAVE

A. On the fi rst day of the fi rst full payroll cycle of the fi rst payroll week of the new calendar year, full-time employees will be credited annually with four (4) paid personal leave days, which must be taken during the following twelve (12) months, at a time or times requested by the employee and approved by the CEO, provided that such request complies with prior existing contractual language. Any employee, who intends to take personal leave, except in cases of emergency, shall provide written notifi cation to his/her immediate supervisor, as soon as possible, but at least twenty- four (24) hours prior to the day on which such leave is to be used. Any paid personal leave not taken, by the last day of the last payroll week of a calendar year, will be forfeited by the employee. Personal leave days for regular part-time employees will be granted on a pro-rata basis. Personal leave days may be used in conjunction with vacation leave. Full-time employees, hired into the bargaining unit from off -campus or from a non-benefi ted position on-campus on or aft er the beginning of each calendar year, will be credited with personal leave days in accordance with the following schedule:

Date of hire into unit Personal leave days credited Beginning of calendar year to March 30 4 April 1 to June 30 3 July 1 to September 30 2 October 1 to end of calendar year 0

B. An employee, who is promoted or transferred into the bargaining unit from a benefi ted position on-campus, shall transfer with them the amount of personal days they had prior to the transfer and shall not receive any additional days. C. In the event a part-time employee moves to full-time status, s/he shall be credited with the amounts above based upon date of entry into full-time status minus the time already credited for that fi scal year.

26

SECTION 3. BEREAVEMENT LEAVE

Upon evidence, satisfactory to the CEO, of the death of a spouse, domestic partner, child, parent, brother, sister, grandparent, or grandchild of an employee, or parent of spouse, or person living in the immediate household, an employee shall be entitled to leave without loss of pay for a maximum of fi ve (5) consecutive working days. In the event of the death of an employee’s son-in-law or daughter-in-law or of the spouse’s or domestic partner’s brother, sister, grandparent, grandchild, step-parents, step-child, step-brother/sister, or step grandparent a maximum of three (3) consecutive working days shall be available for use by an employee. In the event that the internment of or memorial service for any of the above-named relatives is to occur at a time beyond the bereavement leave granted, the employee may request to defer one (1) of the days to the later date. Such request shall be made at the time of notifi cation to the CEO of the death of one (1) of the above-named relatives and shall not be unreasonably denied.

SECTION 4. VOTING LEAVE

An employee, whose hours of work preclude him/her from voting in a town, city, state, or national election, shall, upon application, be granted a voting leave with pay, not to exceed two (2) hours, for the sole purpose of voting in the election.

SECTION 5. CIVIC DUTY LEAVE

A. Employees, summoned for jury duty, will be granted a leave of absence, with pay, for time lost from their regular work schedule while on said jury duty upon presentation of the appropriate summons to the department head by the employee. B. An employee, who receives jury duty fees for jury service upon presentation of the appropriate court certifi cate of service, shall either: 1. retain such jury fees in lieu of pay for the period of jury service, if the jury fees exceed his/her regular rate of compensation for the period involved; or 2. remit to the Employer the jury fees, if less than his/her regular rate of compensation for the period involved. C. Jury fees, for the purpose of this Article, shall be the per diem rate paid for jury duty by the court, not including the expenses reimbursed for travel, meals, rooms or incidentals. D. An employee, summoned as a witness in court on behalf of the Commonwealth, or any town, city, or county of the Commonwealth (including on behalf of District Attorneys) or on behalf of the Federal Government, shall be granted court leave with pay upon fi ling of the appropriate notice of service with his/her department head except that this section shall not apply to an employee who is also in the employ of any town, city, or county of the Commonwealth or in the employ of the Federal Government or any private employer and who is summoned on a matter arising from that employment. E. All fees for court service, except jury fees paid for service rendered during offi ce hours must be paid to the Commonwealth. Any fees paid to an employee for court services performed during a vacation period may be retained by the employee. Th e employee shall retain expenses paid for travel, meals, rooms, etc.

27

F. An employee on court leave, who has been excused by the proper court authority, shall report to his/her offi cial duty station if such interruption in court services will permit four (4) or more consecutive hours of employment. Court leave shall not aff ect any employment rights of the individual. G. No court leave shall be granted when the employee is the defendant or is engaged in personal litigation, unless such litigation arises out of the legitimate performance of his/her assigned responsibilities.

SECTION 6. MILITARY LEAVE

A. An employee shall be entitled, during the time of his/her service in the Armed Forces of the Commonwealth, under Sections thirty-eight, forty, forty-one, forty-two, or sixty of Chapter 33 of the General Laws, to receive pay therefore, without loss of his/her ordinary remuneration as an employee. B. An employee shall be entitled, during his/her annual tour of duty of not exceeding seventeen (17) days as a member of a reserve component of the Armed Forces of the United States, to receive pay therefore, without loss of his/her ordinary remuneration as an employee under Section fi ft y-nine of Chapter 33, General Laws as amended. C. An employee, who is a member of a reserve component of the Armed Forces of the United States and who is called for duty other than the annual tour of duty of not exceeding seventeen (17) days, shall be subject to the provisions of Chapter 708 of the Acts of 1941 as amended, or of Chapter 805 of the Acts of 1950 as amended, or Chapter 671 of the Acts of 1966, and amendments thereto. D. In accordance with Chapter 708 of the Acts of 1941, as amended, an employee who, on or aft er January 1, 1940, shall have tendered his/her resignation or otherwise terminated his/her service for the purpose of serving in the military or naval forces of the United States who does serve or was or shall be rejected for such service, except as otherwise provided by chapter 708 of the Acts of 1941, as amended, be deemed to be or to have been on military leave and no such person shall be deemed to have resigned from the service of the Commonwealth or to have terminated such service until the expiration of two (2) years from the termination of said military or naval service by him/her.

SECTION 7. MATERNITY AND ADOPTIVE LEAVE

A. A full-time employee, who has completed the probationary period or if there is no such probationary period has been employed for at least three (3) consecutive months and who is absent from employment with the Employer for a period not exceeding eight (8) weeks for the purpose of giving birth or adopting a child, shall be granted a maternity leave without pay if the request for such leave is made to the CEO at least two (2) weeks in advance of the anticipated date of departure. If an employee has accrued sick leave or vacation credits at the commencement of the maternity or adoptive leave, the employee may use such leave credits for which s/he may be eligible under the sick leave or vacation provisions of this Agreement.

28

B. At the expiration of the maternity or adoptive leave, the employee will be restored to his/her previous position or similar position with the same status, pay, and length of service credit as of the date of his/her leave. If during the period of the leave, employees in the same or similar positions in the department have been laid off , through no fault of their own, the employee will be extended the same rights and benefi ts, if any, extended to employees of equal length of service in the same or similar positions in the department. C. Notwithstanding any other provisions of this Agreement to the contrary, the maternity or adoptive leave granted under this Article shall not aff ect the employee’s right to receive any contractual benefi ts for which s/he was eligible at the time of her leave. Upon the expiration of a maternity or adoptive leave, an additional eight (8) weeks leave may be granted at the discretion of the CEO. Th e leave shall be unpaid unless the employee chooses to use any accrued vacation, personal leave, or compensatory time to cover this period of absence. Th e period of such unpaid leave shall not be included in any computation of contractual benefi ts, rights, or advantages. Not later than two (2) weeks prior to the expiration of the eight (8) week maternity or adoptive leave, an employee may request a return to work at reduced time. If approved by the CEO, said employee will accrue benefi ts in the same proportion that such part-time service bears to full-time service. D. An employee, on maternity or adoptive leave, may have his/her group health insurance benefi ts continued for the period of time the employee is absent on such leave. Th e employee, while on leave, is required to pay the same monthly premium s/he would have paid had such leave not been taken. E. During the fi rst ten (10) days, not including scheduled days off and holidays, of maternity leave, birth of a baby leave, adoptive leave, or foster care leave, the employee shall receive his/her regular salary. When an eligible full-time or part-time employee and his/her eligible spouse are both employees of the University, they shall jointly be entitled to a combined total of not more than ten (10) days paid, per instance, under this provision.

SECTION 8. PARENTAL LEAVE

Upon written application to the CEO, including a statement of any reasons, any employee who has completed any applicable probationary period, who has been employed at least three (3) consecutive months, who has given at least two (2) weeks prior notice of his/her anticipated date of departure, and who has given notice of his/her intention to return, may be granted parental or adoptive leave for a period not exceeding six (6) months. Such leave shall be without pay for such period. Th e purpose for which an employee may submit his/her application for such unpaid leave shall be limited to the need to care for or to make arrangement for care of a minor dependent child of the employee whether or not the child is the natural, adopted, or stepchild of such employee. An employee who requests and is granted parental leave for the purpose of caring for the employee’s minor dependent child under three (3) years of age may have his/her group health insurance benefi ts continued for a period of ten (10) weeks while the employee is absent on such leave. Th e employee, while on leave, is required to pay the same monthly premiums as s/he would have paid had such leave not been taken.

29

SECTION 9. FAMILY LEAVE

A. Upon written application to the CEO, including a statement of any reasons, any employee, who has completed his/her probationary period or if there is no probationary period who has been employed at least three (3) consecutive months, who has given at least two (2) weeks prior notice of his/her anticipated date of departure, and who has given notice of his/her intention to return, may be granted Family Leave for a period not exceeding twelve (12) weeks. Such leave shall be without pay or benefi ts for such period. Th e CEO may, in his/her discretion, assign an employee to back fi ll for an employee who is on Family Leave. Such assignment may not be subject to the grievance procedure. Th e purpose for which an employee may submit his/her application for such unpaid leave shall be limited to the need to care for or to make arrangements for the care of the employee’s spouse, domestic partner, parent, child, grandparent, grandchild, or relative living in the same household. B. Ten (10) days of family leave may be taken in not less than one (1) day increments. However, such leave requires the prior approval of the CEO. C. If an employee has accrued sick leave, personal leave, or vacation leave credits at the commencement of his/her family leave, that employee may use such leave credits for which s/he may be eligible under the sick leave, personal leave, or vacation leave provisions of this Article. D. Between periods of family leave, where an employee returns to the payroll for a period of less than two (2) weeks, when a holiday falls during that time, no holiday pay or compensatory time shall be granted for such holiday.

SECTION 10. UNPAID PERSONAL LEAVE

Unpaid personal leave, other than herein before specifi ed, may be granted by the CEO, upon the written request of the employee, at least thirty (30) days in advance. Approval may not be unreasonably denied. Retirement, seniority, sick leave,vacation credit, and time accrual for step increase shall not accrue during the term of such leave.

SECTION 11.

Leave of absence, without pay, may be granted to a unit member(s) who are delegates to state or national conventions of fraternal and/or civic organizations. Leaves of absence, with pay, may be granted to a unit member to participate as an Honor Guard in Funerals of Deceased Veterans.

SECTION 12.

Leave of absence, without pay, may be granted to unit member(s) who are Civil Defense Offi cers for the purpose of participating in local, state-sponsored, and federal seminars and programs designed to improve his/her knowledge and understanding of Civil Defense.

SECTION 13.

Leave of absence, with pay, may be granted for the purpose of donating blood, not to exceed two (2) hours.

30

SECTION 14. FAMILY AND MEDICAL LEAVE ACT

Th e parties agree that they are governed by the provisions of the Family and Medical Leave Act and where those provisions are more generous than the contract the Family and Medical Leave Act will prevail.

SECTION 15. TRANSITIONAL WORK ASSIGNMENT

When an employee has been injured and cannot perform the primary functions of his/her job due to medical restriction, the University or its agent may, in their sole discretion, require that employee to accept a transitional work assignment for up to ninety (90) calendar days performing any tasks within the University which need to be performed and can be performed within the restrictions medically determined for such employee. A grievance contesting the availability of transitional work assignment may be processed only through mediation. Issues of the availability of transitional work are deemed by the parties substantively inarbitrable. An employee, required to perform a transitional work assignment, shall be compensated either at the rate of the position which they held immediately prior to their injury or at the compensation level of a position in the bargaining unit of the same grade as the position in which they have been assigned during this transitional period to work. Upon medical verifi cation, ability to perform their normal duties, an employee shall be returned to their regular position.

31

ARTICLE 12

EXTENSION OF SICK LEAVE

SECTION 1.

Five (5) working days aft er a unit member has exhausted all of his/her sick leave, vacation leave, and personal leave, s/he shall be eligible for an extension of sick leave; provided that such unit member has been employed a minimum of twelve (12) consecutive months (or twelve (12) months for those subject to a periodic layoff ) prior to the commencement of such extension of sick leave. In anticipation of the exhaustion of all paid leave, a unit member shall forward a request to the CEO on the form entitled Request for Extension of Sick Leave. She/he shall act upon such request and forward the decision, in writing, to both the unit member and the appropriate union offi cial of the member’s unit within ten (10) days of receipt. Th e approval of such request will be eff ective at the beginning of the sixth (6th) day of unpaid leave. Th e granting of an extension of sick leave shall be subject to the sole discretion of the CEO.All requests for an extension of such leave shall be given due consideration and shall not be grievable. Such extensions shall be available only for illness of the unit member and not for illness of his/her immediate family. Further, an employee on an industrial accident leave shall not be eligible for an extension of sick leave.

SECTION 2.

Extensions may be available for a period of up to sixty (60) days annually beginning on the date of the fi rst extension. Unit members, having been granted an extension of sick leave, shall be required to submit a physician’s statement aft er each twenty (20) calendar days of granted leave. Notwithstanding the above, in extraordinary circumstances and in accordance with the terms and conditions governing the application and granting of leaves as such are set forth in section 1 of this Article, a unit member may be granted an additional fi ft een (15) days of extension of sick leave during the twelve (12) month period commencing upon the granting of the fi rst such extension. Such additional extension of sick leave may commence immediately upon the conclusion of an earlier extension of sick leave or may be granted at any time during the remainder of the applicable twelve (12) month annual period. A unit member need not serve a period of unpaid leave prior to being eligible for this fi ft een (15) days additional extension of sick leave.

SECTION 3.

Understanding that the health and welfare of unit members is of mutual concern, the CEO, in evaluating a request, shall consider the following: Cost: Consideration shall be given to the projected cost incurred to implement the request, including the temporary fi lling of the position, if necessary. History of sick leave usage: Consideration shall be given to the previous use and/or abuse of leave benefi ts. Input must be sought from the employee’s supervisor(s) and pertinent attendance or personnel records.

32

Length of request: Th e provision is not intended to provide for long term or permanent disabilities. Th ere should be a reasonable expectation of return to full-time duties as evidenced by a physician’s statement.

SECTION 4.

During the period of an extension of sick leave, an employee shall not be entitled to accrual of vacation or sick leave as provided for in Articles 10 and 12 of this Agreement.

33

ARTICLE 13

VACATIONS

SECTION 1.

A. Beginning at the end of the fi rst full payroll month (hereinaft er in this Article “month”) of employment, vacation leave, with pay, shall be credited to full-time employees at the end of each payroll month of employment, as follows: Length of continuous full-time creditable Vacation Leave Accrued service of each applicable month. Less than fi ft y-four (54) months 5/6 day per month (Less than 4 1/2 years). (total of 10 days per yr.) Fift y-four (54) months, but less than 1 1/4 days per month one hundred fourteen (114) months (total of 15 days per yr.) (4 1/2 - 9 1/2 years). One hundred fourteen (114) months, 1 2/3 days per month but less than two hundred thirty- four (total of 20 days per yr.) (234) months (9 1/2 - 19 1/2 years). Two hundred thirty-four (234) months 2 1/12 days per month or more (19 1/2 or more years). (total of 25 days per yr.)

B. For determining vacation status under this Article, “creditable service” shall be used. All service beginning on the fi rst working day of the fi rst full payroll month and all service thereaft er becomes “creditable service” provided there has not been any break of three (3) years or more in such service as referred to in Section 12 of this Article. In computing an employee’s vacation status, all “creditable service” from the fi rst working day up to the end of each full payroll month of service rendered shall constitute the “creditable service” which shall be used to establish vacation credits for such month. Anything in the foregoing to the contrary notwithstanding, an employee shall, on the eff ective date of this Agreement, be deemed to have that “creditable service,” if any, which s/he had at the termination of the predecessor Agreement.

SECTION 2.

A regular part-time employee shall be granted vacation leave in the same proportion that his/her part-time service bears to full-time service.

SECTION 3.

Vacation leave, accrued during any payroll month, shall be credited on the last day of the payroll month based on the employee’s full-time equivalent status on that date and shall be available for use the following day. An employee does not accrue at end of month, he/she accrues every pay period.

34

SECTION 4.

A full-time employee, on leave without pay and/or absent without pay for two (2) or more cumulative days in any month, shall not accrue vacation leave for such month. Such month shall not be deemed to be “creditable service.”

SECTION 5.

A regular part-time employee, who is absent without pay and/or on leave without pay for that number of hours that his/her service bears to the service of a full-time employee as described in Section 4, shall not accrue vacation leave for such month. Such month shall not be deemed to be “creditable service.”

SECTION 6.

An employee, who is reinstated or re-employed aft er less than three (3) years, shall have his/her prior service included in determining his/her continuous service for vacation purposes.

SECTION 7.

An employee may request vacation leave when it becomes available. Vacation leave requests shall only be granted with a minimum of twenty-four (24) hours’ notice for use of one (1) vacation day and fi ve (5) calendar days’ notice for use of two (2) or more vacation days unless, in the CEO’s opinion, it is impossible or impracticable to do so because of work schedules or emergencies. Th e CEO shall make reasonable eff orts to insure that an employee, having requested vacation leave, is granted such leave in order to prevent the loss of earned vacation credits. An employee wishing to exercise his/her seniority for vacation preference must apply in writing not more than sixty (60) calendar days nor less than forty-fi ve (45) calendar days in advance of the fi rst day requested. (An employee wishing to fi le such request earlier than sixty (60) days prior to the fi rst day requested, may do so, but preference will be determined as of the 45th day in advance of the fi rst day requested.) Th e CEO shall respond to this request in writing, indicating whether it can reasonably schedule such vacation, at least thirty (30) calendar days in advance of the fi rst day requested. When vacation requests are submitted less than forty-fi ve (45) calendar days in advance such requests shall be processed in the order in which they are received without regard to seniority. Responses shall be given to unit members in writing within seven (7) calendar days of receipt of such request. Eff ective January 1, 1991, no employee shall carry more than sixty-four (64) days of vacation leave credit. An employee, who has available unused vacation leave, and who because of the provisions of Section 7 of this Article would lose such vacation leave, shall have such leave converted to sick leave on the last day of the month in which vacation would be lost if not taken.

35

SECTION 8.

Absences on account of sickness in excess of the authorized sick leave provided in this Agreement (or for personal reasons not provided for under said sick leave provisions) may be charged, unless otherwise notifi ed by the employee, to personal leave, if any, then to vacation leave, if any.

SECTION 9.

Charges to vacation leave credit may be allowed in units of one-half (1/2) hour.

SECTION 10.

Upon the death of an employee, who is eligible for vacation under this Agreement, payment shall be made in an amount equal to the vacation leave which had been accrued prior to the employee’s death, but which had not been used by the employee up to the time of his/her separation from payroll, provided that no monetary or other allowance has already been made therefore. Th e CEO shall authorize payment of such compensation upon the establishment of a valid claim therefore, in the following order of precedence: First: To the surviving benefi ciary, or benefi ciaries, if any, lawfully designated by the person under the State Employees’ Retirement System; Second: If there be no such designated benefi ciary, to the estate of the deceased.

SECTION 11.

An employee, who is eligible for vacation under these rules, whose services are terminated for any reason, shall be paid an amount equal to the vacation that had been accrued prior to such termination, but which had not been used, up to a maximum of Sixty-Four (64) days, provided that no monetary or other allowance had already been made therefore.

SECTION 12.

An employee, who is reinstated or re-employed shall be entitled to his/her vacation status at the termination of his/her previous service; provided, however, that no credit for previous service may be allowed where reinstatement occurs aft er absence of three (3) years unless approval of the CEO is secured for any of the following reasons: A. Illness of the employee. B. Dismissal through no fault or delinquency attributable solely to the employee. C. Injury while in the service of the Commonwealth in the line of his/her duties and for which the employee would be entitled to receive Workers’ Compensation benefi ts.

SECTION 13.

An employee, who is granted a leave of absence to enter service in the Armed Forces of the United States, under the provisions of Chapter 708 Acts of 1941 as amended, and who, upon honorable discharge from such service in said Armed Forces, returns to the service of the Employer, shall be paid an amount equal to the vacation leave which had been accrued prior to his/her entry into such service in said Armed Forces, but which had not been used prior to military leave, provided that no monetary or other allowance has already been made therefore.

36

SECTION 14.

An employee, who is reinstated aft er military leave, as referred to in Section 13, may be granted vacation allowance up to the equivalent of twelve (12) months accrual as of the date on which s/he returned or returns, provided that prior to such military leave vacation had not been used or compensation paid in lieu thereof for the same year. Neither the above usage, nor absence due to military leave, shall in any way aff ect vacation credits accrued by such employee in any full payroll month of employment aft er s/he returns from military service.

SECTION 15.

Vacation leave shall accrue to an employee while on leave with pay status or on industrial accident leave, excluding employees on extended sick leave in accordance with Article 12.

SECTION 16.

Vacation leave accrued, following a return to duty aft er leave without pay or absence without pay, shall not be applied against such leave or absence.

SECTION 17.

Vacation status, previously earned by an employee while in the employ of the Commonwealth or any of its cities, towns, or municipalities prior to employment as a member of one of the bargaining units, shall be retained by such employee, provided that no break in service of three (3) years or more occurred between termination of such prior employment and the commencement of employment by the Board. An employee, in order to retain such previously earned status, must submit to the CEO, within thirty (30) calendar days of employment, evidence attesting to such prior employment and such status.

37

ARTICLE 14

HOLIDAYS

SECTION 1. THE FOLLOWING DAYS SHALL BE HOLIDAYS FOR EMPLOYEES:

New Year’s Day Labor Day Martin Luther King Day Columbus Day Presidents’ Day Veterans’ Day Patriots’ Day Th anksgiving Day Memorial Day Christmas Day Independence Day SECTION 2.

When a holiday occurs on the regular scheduled workday of an employee, s/he, if not required to work that day, shall be entitled to receive his/her regular day’s pay for such holiday. A part-time employee shall earn pay for a holiday in the same proportion that his/her service bears to full-time service. Such pay for a holiday shall be paid whether or not the holiday falls on the employee’s regularly scheduled workday. Part-time employees, who work less than fi ve (5) days per week, may use vacation or personal time to make up a full day’s pay if the holiday falls on their regularly scheduled day of work.

SECTION 3.

When a holiday occurs on a day that is not an employee’s regular workday, if the employee’s usual workweek is fi ve (5) or more days s/he, at the request of the employee, may receive pay for one (1) day at his/her regular rate of pay or one (1) compensatory day off with pay within one hundred twenty (120) days following the holiday, to be taken at a time approved by the CEO. Employees subject to periodic layoff may use earned compensatory time, with the prior approval of their supervisor, at any time prior to June 30th of the fi scal year in which such time is earned.

SECTION 4.

An employee, required to work on a holiday, shall be compensated at the rate of two (2) times his/her regular rate of pay or upon the sole discretion of the CEO, when requested in writing and approved, may receive pay for one (1) day at his/her regular rate and one (1) compensatory day off with pay within two hundred seventy (270) days following the holiday, to be taken at a time approved by the CEO. Less than fi ft y-two (52) week employees may continue, at their discretion, to be awarded compensatory time for holidays worked.

SECTION 5.

In addition to the holidays listed in Section 14.1, bargaining unit members shall not be required to work on the immediate two (2) work days preceding the day on which the New

38

Year’s Day holiday is celebrated. Employees assigned to work shall be given an alternate day(s) off . Use of such time shall conform to the existing requirements in the collective bargaining agreement.

SECTION 6.

Whenever any holiday falls on a Sunday, such holiday shall be deemed to fall on the day following. Whenever any holiday falls on a Saturday, such holiday shall be deemed to fall on the day preceding. Such holidays shall be granted in accordance with and subject to the foregoing provisions of this Article. However, if an employee is scheduled to work on such a Saturday or Sunday, that workday shall be deemed to be the holiday in accordance with the preceding section 4.

SECTION 7.

Whenever the CEO has been informed that any workday has, in whole or in part, been declared a skeleton day, s/he shall determine, who among the employees shall be released with pay from the regularly scheduled duties for the duration of the skeleton day.

SECTION 8.

An employee, who is on unauthorized leave without pay for any of his/her scheduled workday immediately preceding or immediately following a holiday or is on authorized leave without pay for the entire work day immediately preceding and immediately following the holiday, shall not receive pay or compensatory day off for that holiday. On the fourth occurrence of the calendar year, an employee who calls in to use any portion of, or all accrued sick leave the workday immediately preceding or immediately following the holiday shall submit satisfactory medical evidence pursuant to Article 11, Section 1, Subsection E, Items 1 and 2 in order to receive pay for the day(s) in question. Denial of authorization for such leave shall not be arbitrary or capricious.

SECTION 9.

A unit member, scheduled to work on a holiday and who fails to report as scheduled, shall be recorded as absent without pay unless the unit member properly notifi es the CEO at least one (1) hour prior to the beginning of the scheduled tour of duty. In circumstances beyond the control of the employee, such notice shall be made as early as possible on the day of absence. An employee, who is granted paid leave for a holiday on which s/he is scheduled to work, shall not receive holiday pay or a compensatory day off for that holiday

SECTION 10.

Employees rendering service on New Year’s Day, Independence Day, Labor Day, Th anksgiving Day, or Christmas Day shall receive a holiday diff erential of fi fty cents ($.50) per hour for each hour worked between the hours of 11:00 p.m. on the holiday eve and 11:00 p.m. on the holiday.

39

SECTION 11.

Holidays Trades Personnel Required Commencement Plumbers (2)(Friday& Saturday) Electricians (2)

By July 1 of each year, qualifi ed employees in the above respective trades, who would like to volunteer to work in any or all of the above holidays may do so; however, trades, in which no volunteers come forward, shall be fi lled by the least senior employee(s).

It is further agreed that all the above proposals shall have an eff ective date of July 1, 2010.

40

ARTICLE 15

EMPLOYEE EXPENSES

SECTION 1. TRAVEL

When offi cial business for the Employer takes an employee out of the employee’s offi cially assigned workplace, the employee is said to be in travel status and shall be reimbursed in accordance with the University of Massachusetts Employee Travel Policy and Guidelines (T92-031). A copy of the University’s policy may be obtained from the Division of Human Resources.

SECTION 2.

Th e Employer will make readily available current code books and licensing manuals for licensed positions and all other codes related to the building trades at places designated by the CEO.

SECTION 3.

Within sixty (60) days upon the execution of the successor collective bargaining agreement, a labor-management committee will be established with the purpose of reviewing the reimbursement policies of various departments for all required licensing for bargaining unit members. Th e committee will present recommendations to the parties.

41

ARTICLE 16

PARKING

SECTION 1.

Proper parking facilities shall be available to the employees covered by this contract within reasonable proximity of their regular work location.

SECTION 2.

Th e Employer shall endeavor to maintain adequate lighting in all parking areas.

SECTION 3.

Th e CEO agrees to discuss with the Union any proposed changes in the Parking Program at which time the Union can make recommendations for changes and the CEO will inform the Union and all employees prior to implementing any such changes.

SECTION 4.

Representatives from the Employer and the Union agree to meet to discuss any increases in parking fees which aff ect bargaining unit members and shall forward their recommendations for review to the Board of Trustees and the applicable University governing bodies prior to implementing any such increase.

SECTION 5.

A reasonable number of rows in the North End of Lot 21 (Lot 21A) shall be reserved for bargaining unit employees.

42

ARTICLE 17

EMPLOYEE COMPENSATION

SECTION 1. DURATION, WAGES AND RETROACTIVITY

Duration: July 1, 2012 through June 30, 2014

Th e relevant Salary articles in the collective bargaining agreement shall be amended to incorporate the words to the eff ect:

Eff ective July 1, 2012, all eligible bargaining unit members, who are on the payroll as of July 1, 2012, shall receive a one and one-half percent (1.5%) base rate salary increase.

Eff ective December 30, 2012, all eligible bargaining unit members shall receive a one and one-half percent (1.5%) base rate salary increase.

Eff ective the fi rst pay period in July 2013, all eligible bargaining unit members shall receive a one and one-half percent (1.5%) base rate salary increase.

Eff ective December 29, 2013, all eligible bargaining unit members shall receive a one and one-half percent (1.5%) base rate salary increase. EMPLOYMENT COMPENSATION

YEAR 1

A. Eff ective the fi rst pay period in July 2014, all eligible bargaining unit members, who are on the payroll as of July, 2014, shall receive a one and one-half percent (1.5%) base rate salary increase.

B. Eff ective the fi rst pay period in January 2015, all eligible bargaining unit members, who are on the payroll as of January 2015, shall receive a one and one-half percent (1.5%) base rate salary increase.

C. Eff ective December 31, 2014, (0.25 of 1% of the total salaries of all members) shall be available to be applied diff erentially to address specifi c operational needs and may not be applied across the board. Th e funds described in this section shall be applied to increase the employer’s contribution to the Health and Welfare Trust by fi ft y ($0.50) cents. A joint labor management committee consisting of equal numbers of Management and Union representatives shall meet to bargain and agree upon the distribution of balance of the funds described above throughout the life of the Agreement.

43

YEAR 2

A. Eff ective the fi rst pay period in July 2015, all eligible bargaining unit members who are on payroll as of July 2015, shall receive a one and one-half percent (1.5%) base rate salary increase. B. Eff ective the fi rst pay period in January 2016, all eligible bargaining unit members who are on payroll as of January 2016, shall receive a one and one-half percent (1.5%) base rate salary rate increase. C. Eff ective December 31, 2015, (0.25 of 1% of the total salaries of all members) shall be available to be applied to address specifi c operational needs and may not be applied across the board. Th e funds described in this section shall be applied to increase the employer’s contribution to the Health and Welfare Trust by fi ft y ($0.50) cents. A joint labor management committee consisting of equal numbers of Management and Union representatives shall meet to bargain and agree upon the distribution of the balance of the funds described above throughout the life of the Agreement.

YEAR 3

A. Eff ective the fi rst pay period in July 2016, all eligible bargaining unit members who are on payroll as of July 2016, shall receive a one and one-half percent (1.5%) base rate salary increase. B. Eff ective the fi rst pay period in January 2017, all eligible bargaining unit members who are on payroll as of January 2017, shall receive a one and one-half percent (1.5%) base rate salary increase. C. Eff ective December 31, 2016, (0.25 of 1% of the total salaries of all members) shall be available to be applied to address specifi c operational needs and may not be applied across the board. Th e funds described in this section shall be applied to increase the employer’s contribution to the Health and Welfare Trust by fi ft y ($0.50) cents. A joint labor management committee consisting of equal numbers of Management and Union representatives shall meet to bargain and agree upon the distribution of the balance of the funds described above throughout the life of the Agreement.

All economic changes shall be eff ective on the fi rst Sunday following the date denominated except when the date denominated is a Sunday, in which case they shall be eff ective on that date.

Retroactivity shall be limited to Employees on the payroll on the date on which a pay increase is paid. In respect to the contracts fi rst raise, only Employees on payroll in the payroll period during which the Governor signs the appropriation bill funding the contract shall be eligible for retroactive raises.

It is also hereby agreed to replace current classifi cation appeals forms with one (1) form for both trust and state funded employees.

44

SECTION 2. STEP RATE INCREASES AND PROMOTIONS

A. An employee shall advance under the terms of this Agreement to the next higher step in his/her job group until the maximum salary rate is reached, unless s/he is denied such step rate by his/her CEO. An employee shall progress from one (1) step to the next higher rate aft er each fi fty-two (52) weeks of creditable service in a step commencing from the fi rst day of the payroll period immediately following his/her anniversary date or promotion date as determined within this article. B. In the event an employee is denied a step rate increase by his/her CEO, s/he shall be given a written statement of reasons therefore not later than fi ve (5) days preceding the date when the increase would otherwise have taken eff ect. Time off the payroll is not creditable service for the purpose of step rate increases. C. An employee, who is promoted, shall move to the step in the new classifi cation based on step for step. Th e anniversary date for such employees shall become the date of promotion. D. Eff ective July 1, 2010, or when the Agreement is funded by the Legislature, an employee, who is voluntarily or involuntarily appointed to a position in a lower salary grade, shall be placed on the appropriate biweekly step rate in the lower salary grade that is as close to but not equal to or greater than the employee’s biweekly step rate in their current position. Th e University does not agree to any retroactive salary adjustments for those previously impacted by the above proposed language, i.e., Arthur Girard, Robert Lisciotti, Ryan Feyrer and Baitao Wang. Th e University is agreeable, pending the eff ective date of an Agreement, to moving Ryan Feyrer and Baitao Wang forward to make them whole as indicated below:

Baitao Wang Currently Grade 7 – Step 7 to Grade 7 – Step 9 Ryan Feyrer Currently Grade 14-Step 5 to Grade 14-Step 8

Should there be any step adjustments for either employee prior to the eff ective date of an Agreement, such transactions will be considered in the calculations to make each employee whole.

SECTION 3. GENERAL PROVISIONS

A. Salary rates of full-time employees are set forth in the Appendices to this Article, which are attached hereto and hereby made a part of this Article. B. Th e salary rates set forth in said Appendices shall remain in eff ect during the term of this Agreement. Salary rates shall not be increased or decreased except in accordance with the provisions of this Article. C. Employees shall be compensated on the basis of the salary rate for their offi cial job classifi cation.

SECTION 4. REGULAR PART-TIME EMPLOYEES

A regular part-time employee shall be entitled to the provisions of this Article in the proportion that his/her service bears to full-time service.

45

SECTION 5. SALARY ADJUSTMENTS FOR EMPLOYEES ENTERING FROM OTHER STATE BARGAINING UNITS

A. An employee, entering a position within a bargaining unit covered by this Agreement, without a break in service from a position in another Commonwealth of Massachusetts public employer, in a bargaining unit not covered by this Agreement, from a position determined by the Division of Human Resources to be of a type with similar duties and responsibilities to the positions in this unit, in the grade level of the position which they are being hired into, shall be placed at the fi rst step-in- grade up to the maximum of the grade, which at least equals the rate of compensation received immediately prior to his/her entry into the bargaining unit. B. An employee, entering a position within the bargaining unit covered by this Agreement, without a break in service, from a position in another Commonwealth of Massachusetts public employer, in a bargaining unit not covered by this Agreement from a position determined by the Division of Human Resources to be of a type with similar duties and responsibilities to the positions in this unit, which are at a lower grade level than the position which they are being hired into, shall be placed at a step- in-grade in accordance with the provisions of Section 3 of this Article. C. An employee, entering a position within the bargaining unit covered by this Agreement, without a break in service from a position in another Commonwealth of Massachusetts public employer, in a bargaining unit not covered by this Agreement, from a position determined by the Division of Human Resources to be of a type with similar duties and responsibilities to the positions in this unit, which are at a higher grade level than the position which they are being hired into, shall be placed at a step-in-grade within his/her new job grade based upon the employee’s creditable years of service in the equivalent new job grade or higher job grade, provided that in no event shall the employee be placed in a step-in-grade which results in the employee receiving a salary rate equal to or greater than the average salary received by the employee for the preceding six (6) months. SECTION 6.

Th e salary increases, as provided for in this article, shall apply only to those employees on the payroll at the execution date of this agreement. However, former bargaining unit members who died, retired, or transferred out of the bargaining unit but remained in the employ of the University during the time from July 1, 2012 and the execution date shall receive appropriate increases as provided in Article for their period of employment.

46

ARTICLE 18

HEALTH AND WELFARE

SECTION 1. GROUP HEALTH INSURANCE CONTRIBUTIONS

Th e Commonwealth and each covered employee shall pay the monthly premium rate for the Group Health Insurance Plan in a percentage amount determined by the General Court for the type of coverage that is provided for him/her and his/her dependents under the plan. Th e current pre-tax treatment of group health insurance contributions shall continue.

SECTION 2. HEALTH AND WELFARE PLAN

A. Creation of Trust Agreement Th e parties have established a Health and Welfare Fund under an Agreement and Declaration of Trust draft ed by the Employer and executed by the Union and the Employer. Such Agreement and Declaration of Trust (hereinaft er referred to as the “trust agreement”) provides for a Board of Trustees composed of an equal number of representatives of the Employer and the Union. Th e Board of Trustees of the Health and Welfare Fund shall determine in their discretion and within the terms of this Agreement and the Agreement and Declaration of Trust such health and welfare benefi ts to be extended by the Health and Welfare Fund to employees and/or their dependents. B. Funding • Eff ective July 1, 2001, the Employer agrees to contribute on behalf of each full-time employee equivalent a total of Nine Dollars ($9.00) per calendar week. • Eff ective July 7, 2002, the Employer agrees to contribute on behalf of each full-time employee equivalent a total of Ten Dollars ($10.00) per calendar week. • Eff ective July 6, 2003, the Employer agrees to contribute on behalf of each full-time employee a total of Eleven Dollars ($11.00) per calendar week. Furthermore, should the Health and Welfare Trust choose out of its reserves to operate a day care reimbursement program for eighteen months the Eleven Dollars ($11.00) shall be raised to Twelve Dollars ($12.00). Th e program involves reimbursement up to Five Hundred Dollars ($500.00) per member for approved day care costs each year. • Eff ective January 1, 2006, the University will contribute an additional One Dollar ($1.00) per week per FTE to the Health and Welfare Trust. • Eff ective January 1, 2008, the University will contribute an additional One Dollar ($1.00) per week per FTE to the Health and Welfare Trust. • Eff ective on the fi rst pay week in January 2011, an additional $0.50 per calendar week per full-time employee equivalent shall be paid to the Mass Public Employees Health & Welfare Fund. • Eff ective on the fi rst pay week in January 2012, an additional $0.50 per calendar week per full-time employee equivalent shall be paid to the Mass Public Employees Health & Welfare Fund.

47

• Eff ective on the fi rst pay week in January 2014, the University agrees to contribute on behalf of each full-time equivalent unit member an addition fi ft y cents ($0.50) per calendar week to the appropriate Health & Welfare Fund. • Eff ective on the fi rst pay week in June 2014, the University agrees to contribute on behalf of each full-time equivalent unit member an addition fi ft y cents ($0.50) per calendar week to the appropriate Health & Welfare Fund.

Th e amount of contributions for each year shall be based on the number of full-time equivalent employees as of the October payroll period during such fi scal year or as of the last payroll period in the month of October for those on a weekly payroll; provided however that for non-state funded employees, the number of full-time equivalent employees may be surveyed quarterly. Th e contributions made by the Employer to the Health and Welfare fund shall not be used for any purpose other than to provide health and welfare benefi ts and to pay the operating and administering expenses of the fund. Th e contributions shall be made by the Employer in an aggregate sum within forty-fi ve (45) days following the end of the calendar month during which contributions were collected. C. Non-Grievability No dispute over a claim for any benefi ts extended by this Health and Welfare fund shall be subject to the grievance procedure established in any collective bargaining agreement between the Employer and the Union. D. Employer’s Liability It is expressly agreed and understood that the Employer does not accept, nor is the Employer to be charged with hereby, any responsibility in any manner connected with the determination of liability to any employee claiming under any of the benefi ts extended by the Health and Welfare fund. Th e Employer’s liability shall be limited to the contributions indicated in Section 2 above.

48

ARTICLE 19

PROMOTIONS AND FILLING OF VACANCIES

SECTION 1. POSTING OF VACANCIES

A. All vacancies in positions subject to this Agreement as soon as possible aft er the Employer determines they are available to be fi lled, shall be posted for not less than seven (7) calendar days, and said posting shall be on the so-called “yellow sheet” under the procedures of the Employment Offi ce. Th e appointing authority is recognized as the sole authority to appoint an applicant to a vacant position. When the appointing authority determines that a vacancy is to be fi lled it will be made public on a website designated for that purpose and through which applicants shall be submitted. Bargaining unit employees who cannot use computers shall be provided a location at which they may use a computer to search job vacancies and make applications. B. Th e notice of vacancy shall include the following: 1. Job title 2. Grade and/or salary range 3. Application closing date 4. Department of Personnel Administration job specifi cations or location where such description can be obtained. 5. If grant funded, the termination date, source of funding and length of funding, if known. 6. Hours and days of work (shift s). 7. Notice of any written or practical test that may be required. C. All notices of vacancies at the University shall be posted in at least one (1) conspicuous place and other places customarily used for such purposes. D. Notice of vacancies will be sent to the designated Union offi cial upon posting. E. Any employee, seeking to be considered for any such vacant position, shall submit a written application in accordance with the procedures and within the time limits prescribed by this Agreement. Th e pool of candidates, for such vacant position, shall include every employee and every other person who shall have applied for such position in accordance with the terms of such notice.

SECTION 2. SELECTION

Vacant positions in the bargaining unit will be posted as internal campus job postings on the University’s on-line applicant tracking system for a minimum of fi ve (5) business days before being posted for external (off -campus) applicants. Applications submitted on-line by internal (on-campus) applicants and received during the internal campus job posting period by the hiring department will be considered prior to interviewing any external applicants for the position. Internal applicants may also submit a written application form for such internal campus job postings under procedures of the Employment Offi ce. Such written application forms will be mailed to the department and/or hiring authority for the position through campus mail. Hiring departments will not be required to hold internal campus job postings if the written application form is received aft er fi ve (5) business day internal posting period.

49

SECTION 3. CRITERIA

A. For the purposes of this Article, promotion shall be defi ned as an appointment to a position of a higher job grade; a change in job title without a change in job grade shall be considered a lateral appointment. Any employee, who applies for a lateral transfer, shall be subject to the same criteria and shall not be disadvantaged in comparison to/ with employees seeking a promotion. A demotion shall be defi ned as an appointment to a position of a lower job grade. B. Th e following criteria shall be used by the CEO in selecting a candidate to fi ll a vacancy. Each of the criteria will be applied to all candidates for a vacant position. 1. Ability to perform the requirements of the position. 2. Work history and performance. 3. Experience in related work. 4. Education and/or training related to the position. C. If in the judgment of the CEO there are two (2) or more candidates who are approximately equally best qualifi ed, then among such candidates, preference shall be granted to the employee in the bargaining unit who has the most seniority at the University. SECTION 4. TRIAL PERIOD

A. An employee, who is promoted or laterally appointed, shall serve a three (3) month trial period from the eff ective date of such promotion or lateral appointment. In no case, however, shall this trial period expire prior to the completion of six (6) months continuous employment from the most recent date of hire. B. During this trial period, if the employee’s work performance in the new assignment is not satisfactory to the CEO, said employee shall revert back to his or her former position. Following management’s decision to return an individual to his/her former position, the employee may request in writing to discuss the reason(s) for this action. Th is discussion will take place at the level the decision was made. If the employee is not satisfi ed with the reason(s) given for his/her return, s/he may fi le a grievance at the next higher level of the grievance procedure; provided, however, that there shall be at least one (1) formal grievance hearing held at a campus level. C. If the employee is not satisfi ed with the new position, s/he may elect to return to his/her former position within thirty (30) days aft er said new appointment. D. All appointments made pursuant to this section shall be temporary or provisional appointments at least until the completion of the trial period or the completion of the grievance procedure. All vacancies resulting from an employee’s appointment, pursuant to this section, shall be fi lled temporarily or provisionally at least until the appointed employee has completed his/her trial period or the completion of the grievance procedure. An employee, who has been promoted pursuant to this Article and whose promotion is overturned by the grievance procedure, shall not be terminated, but shall return to his/her former position.

50

SECTION 5.

Upon written request from an employee, (his/her) test results will be provided within fi ve (5) days of the request. At the employee’s written request, on the attached form, s/he will be entitled to attend a meeting with management to discuss the reasons for non-selection. At the employee’s option, s/he may be accompanied by a representative designated by the Union. If the employee is not satisfi ed with the reason(s) for non-selection, she/he may fi le a grievance at the next higher level of the grievance procedure; provided, however, that there shall be at least one (1) formal grievance hearing held at a campus level. Late notice shall not preclude the fi ling of a grievance for non-selection.

SECTION 6. EXTENSION OF SENIORITY

In the case of institute, grant, or contract employees’ seniority, for the purpose of applying for vacant positions, shall be extended three (3) months beyond the actual expiration date of the then current funding source.

SECTION 7. REDUCTION IN GRADE

Any employee, in a grade higher than that announced in the vacancy notice, may submit an application for the posted vacancy in accordance with the provision of this Article. If the applicant is successful, the reduction in grade will be concurrent with the appointment to the new position.

SECTION 8. MAINTAINER

A Dietary Worker seeking appointment to a Maintainer I, and a part-time Maintainer I seeking a full-time appointment, within or without his/her current work location, shall both be considered a voluntary transfer, and be governed by the terms of Article 10, Section 4.

SECTION 9.

Bargaining unit members, promoted into positions determined by the Employer to involve the exercise of supervisory responsibilities, may be required to attend and to successfully complete a course of instruction designed to provide employees with the basic introductory skills of supervision. Whenever practicable, training sessions will be scheduled during the ninety (90) day trial period. Measurement standards for course evaluation shall be determined by the instructor and conveyed to participants at the beginning of the course. Th e evaluation of the employee by the trainer shall be evidence of the employee’s qualifi cation in the supervisory area. Th e decision to enroll the employee in a supervisory training program is not grievable.

SECTION 10.

Temporary Employees - Th e University may hire or promote an employee temporarily only under the following conditions. Th e termination of a temporary employee at the end of their service shall not be considered a layoff and shall, if they were not previously employed by the University, constitute a complete and fi nal separation from employment. If the employee was previously employed by the University, they may be returned to their prior position.

51

A temporary employee or a temporarily promoted employee may not grieve or arbitrate the termination of their temporary employment. Upon written request from the Union, a labor-management meeting shall be held to review the status of and prospective circumstances of a temporary position, provided that such meeting shall not occur more oft en than once in each year of the temporary appointment. Temporary promotion and employment shall be limited to the following circumstances: 1. An employee may be hired to fi ll a vacancy on a temporary basis. Such appointment shall not exceed the end of the fi scal year in which the appointment is made or six (6) months whichever is longer. 2. An employee may be hired to fi ll a vacancy when an employee is on leave due to illness, injury, or any other approved leave. Such position may be fi lled for the duration of the leave. 3. Employees may be hired for a specifi c project or a specifi c need provided the duration of the appointment is announced on the job posting. A term appointment may not exceed two (2) years.Temporary appointment shall be made under the following conditions: Appointments determined to be of thirty (30) working days duration or longer shall be advertised on the yellow sheet. In all cases appointments which last more than thirty (30) working days shall be advertised on the yellow sheet.

SECTION 11.

Th e employer shall provide the Union with a list of the names, requisition numbers and bargaining unit vs non bargaining unit status of employees hired into vacancies described on this provision.

52

ARTICLE 20

LAYOFF AND RECALL

SECTION 1.

A. Procedures In the event of a reduction of personnel, the parties shall endeavor to maintain as near as possible the same percentage of minority and female employees as existed immediately prior thereto, where under-utilization or under representation exists. Subject to this understanding, those employees having least seniority within classifi cation would be considered fi rst for release. B. Notice to Union The Union shall be notifi ed of all layoff s in the bargaining unit not more than twenty-four (24) hours after the employee receives notice. C. Meeting with Union Within three (3) working days of management notice to the Union of an impending layoff , management shall meet with the Union and discuss the impact of the layoff on the aff ected employee(s). This discussion shall include, but shall not be limited to the following: 1. Availability of similar positions within the University. 2. Availability of training or retraining programs which may be applicable to the aff ected employees. 3. In reviewing these placement possibilities, every eff ort will be made to seek matches of worker skills and qualifi cations with available comparable positions. D. Notice to Employee In the event of an actual layoff , management will notify the aff ected employees, in writing, as soon as possible, but not less than fi fteen (15) working days in advance of the layoff date and will send a copy of such notice to the Union. Where notices are sent by fi rst class mail, the time shall begin to run one (1) day after the date of the mailing of the notice. Failure by the Employer to provide such notice to less than fi fty-two (52) week employees shall not result in any payment of monies to those employees.

SECTION 2.

A. Selection for Layoff In the event that the CEO shall lay off employees because of a reduction in force, layoff shall be conducted by job classifi cation on the basis of the employee’s campus seniority, provided the employee retained has the ability to perform the job. In the event of a layoff within a job classifi cation, probationary employees within that job classifi cation shall be laid off fi rst. B. Layoff In the event an employee is scheduled to be laid off and there exists a vacant position which has been certifi ed for fi lling in an equal or lower-graded classifi cation, upon timely application by the employee, campus seniority shall prevail in permitting such an employee to fi ll such position provided the employee has the ability to perform the work in a competent manner.

53

C. Bumping In the event an employee is scheduled to be laid off , the employee may bump into a position held by the least senior employee at the University in an equal or lower-graded classifi cation for which management has determined the employee meets qualifi cations. An employee will have ten (10) working days in which to exercise his/her bumping options, following notifi cation to the employee. D. Layoff s shall be conducted within each division with all other provisions of this Article applicable. Th e divisions shall be as follows: 1. Auxiliary Services a. Dining Services (includes those listings under Article 10, section 1.C.3)* b. Campus Center (includes those listings under Article 10, section 1.C.3)* 2. University Health Services 3. Physical Plant 4. Parking Services 5. Athletics 6. Public Safety 7. Offi ce of Information Technology 8. Transit 9. Distribution Services 10. Environmental Health and Safety 11. Housing Services 12. Other Academic areas. 13. Facilities and Planning *1a and 1b for purposes of this Agreement shall be treated as divisions

SECTION 3. RECALL

A. Th e CEO shall maintain a recall roster from which laid off employees will be recalled to positions to be fi lled in accordance with their seniority within classifi cation. B. A laid off employee will remain on the recall roster for three (3) years, provided that an employee who is off ered recall to a position in the same job classifi cation as the position for which s/he was laid off and who fails to accept such off er within fi ve (5) calendar days or three (3) working days, whichever is greater, shall be removed from the recall list and his/her recall rights and seniority shall terminate at that time. Th e recalled employee may delay his/her return to work for a period of up to fourteen (14) calendar days except in emergency situations aft er the date of acceptance of recall.

SECTION 4. SENIORITY

A. As used in this Article, seniority shall mean all continuous service since the last date of hire at the campus. B. In computing seniority as defi ned in this Article, any break in service or any time off the payroll in excess of twenty-eight (28) consecutive days shall be excluded from total seniority except approved military, maternity, industrial accident leave, and a layoff of up to three (3) months.

54

SECTION 5.

Th ose employees, who are subject to periodic layoff s within a calendar year and who have less than a fi ft y-two (52) week employment commitment, shall enjoy layoff rights at the times indicated in their individual employment contracts in accordance with this Article except that their rights under section 2C shall be limited to that of bumping other limited term of employment employees. At other times, the layoff provisions of this Article shall apply.Less than fi ft y-two (52) week employees shall not be considered laid off during their periods of non-responsibility. Th ey shall receive notice of an upcoming period of non-responsibility as provided in Supplemental Agreement C.

SECTION 6.

Th is Article shall not apply to employees paid from institute, grant, or contract funds. Such employees shall retain their seniority for three (3) months aft er their termination for the purpose of applying for vacant positions.

SECTION 7.

Notwithstanding their position on the seniority list, in the event of a layoff , the president and the ten (10) chief stewards of the Union shall continue to be employed at all times, provided they can perform the duties of any available positions SECTION 8.

In the event there is a layoff of bargaining unit employees, they shall not be replaced by students, except for short periods of time not in excess of twenty (20) hours.

SECTION 9.

In the determination of selecting unit employees to be laid off in accordance with this Article, management shall make all reasonable eff orts to fi rst lay off 03 and similar type employees, who normally perform those duties performed by bargaining unit members in classifi cations aff ected by the layoff . SECTION 10.

Th e Employer shall investigate the possibility of identifying appropriate work for certain employees who are in a temporary layoff status. Such work may or may not be within the job specifi cations of the employees concerned.

55

ARTICLE 21

CONTRACTING OUTSECTION A.

Prior to issuing any RFP for consultants or outside vendors, the Employer shall notify the Union. Th e Labor/Management committee shall meet within fi ve (5) working days at the Union’s request and may discuss alternatives to contracting out. When contracting out is contemplated which will result in a layoff , but prior to its implementation, there shall be established, at the campus level, a special Labor/Management committee. Th e committee shall consist of persons designated by the appropriate Union offi cials and persons designated by the Employer. Said committee’s review may include, but is not limited to, the cost eff ectiveness of one (1) system compared to the other (AFSCME unit members vs. outside vendor); the quality of work and the impact on career development. Within a reasonable amount of time the committee shall develop and recommend alternatives. Th e parties shall establish a special Labor/Management committee to address general areas of concern to the contracting out of services.

SECTION B.

Notwithstanding the forgoing, in instances in which the Union identifi es a vendor performing work that has normally been performed by AFSCME employees, the Union may request a copy of the vendor contract or agreement under which the particular work is being performed and copies of the summary of payment made under the contract or agreement. In addition, the Union may request a meeting with the Employer concerning the possibility that bargaining unit members might provide the same service at lower cost or greater effi ciency. Nothing in this provision shall alter the authority of the Employer in this area provided for in Article 3 of this agreement or in any other section of the Contract.

56

ARTICLE 22

OUT OF TITLE WORK

SECTION 1. WORK IN A LOWER CLASSIFICATION

A. When an employee is assigned by his/her supervisor to perform the duties of a position classifi ed in a grade lower than that in which the employee performs his/her duties, s/he will be compensated at his/her regular rate of pay as if performing his/her regular duties. B. An employee, who is assigned by his/her supervisor to perform overtime work in a lower classifi cation, shall have overtime compensation computed at the employee’s regular rate of compensation.

SECTION 2. WORK IN A HIGHER CLASSIFICATION

A. Eff ective July 1, 2014, or when the Agreement is funded by the Legislature, any employee, clearly directed by his supervisor to perform work in a higher classifi cation for a period of one (1) or more up to fi ft een (15) consecutive work days, shall receive, in addition to his or her regular salary, twelve ($12.00) Dollars per day. If aft er fi ft een (15) consecutive workdays, the employee continues to perform work in a higher classifi cation, said employee shall receive pay at the step determined by the established method of calculating step placement for promotions. Whenever any employee is assigned to any vacant higher rated position, s/he shall complete and transmit to his/her supervisor the form attached. Th e supervisor shall thereupon complete the applicable portion of the form and transmit the same to the CEO who shall thereupon determine whether the work assignment is or is not out of title work. B. An employee who is assigned by his/her supervisor to perform overtime work in a higher classifi cation shall receive, in addition to their regular overtime compensation, eight ($8.00) dollars for each consecutive four hours worked. Th e employee shall complete and transmit to his/her supervisor, the form attached (Appendix C-1). Th e supervisor shall thereupon complete the applicable portion of the form and transmit the same to the CEO who shall thereupon determine whether the work assignment is or is not out of title work.

57

ARTICLE 23

SPECIAL RECRUITMENT RATE POSITIONS

Th e Union hereby agrees to permit the following positions to be fi lled at a special recruitment rate which shall be defi ned as and restricted to the positions’ current grade and at step 6 within that grade.

Physical Plant Utilities Power Plant – Lead Operator/2nd Class Power Plant Engineer Power Plant – Operator/3rd Class Power Plant Engineer Utility Plant Operator Physical Plant Building Maintenance and Housing and Residence Life Controls and Refrigeration System Specialist

When a recruitment rate is utilized and an appointment made at the special recruitment grade and step 6, all employees encumbering the same position shall be reallocated at the time the new appointment is made to a step 6 in the grade to which the new employee is hired.

58

ARTICLE 24

CLASSIFICATION AND RECLASSIFICATION

SECTION 1. CLASSIFICATION SPECIFICATIONS

A. Th e Employer shall provide the Union with a copy of the classifi cation specifi cation of each title covered by this contract for which such a specifi cation exists. B. Each employee in the bargaining unit shall be permitted, by the Employer, to have access to examine his/her classifi cation specifi cation. C. Th e parties to this Agreement acknowledge that the classifi cation structure and the accompanying classifi cation specifi cations have been created by the Commonwealth through its Division of Human Resources for the purpose of describing the duties and responsibilities of each job title.

SECTION 2. INDIVIDUAL APPEAL OF CLASSIFICATION

Th e parties agree that any appeal, pertaining to reclassifi cation or reallocation, shall continue to be governed by the provisions of Section 49 of Chapter 30 of the Massachusetts General Laws and shall not be subject to the grievance and arbitration procedure herein.

SECTION 3. APPEAL OF CLASSIFICATION OF “TRUST FUNDED” POSITION

An employee in a “trust-funded” position, who seeks a reclassifi cation, shall adhere to the following procedure: 1. An employee, in a “trust funded” position who seeks a reclassifi cation of that position, may request an audit of the position on the form attached hereto (Appendix E-1). 2. Th e employee shall fi le said form with the Assistant Vice Chancellor for Human Resources or designee and shall forward a copy of same to the Union. 3. Th e Assistant Vice Chancellor for Human Resources or designee shall conduct a job audit within ninety (90) calendar days of receipt of the request. 4. Within ten (10) working days of completion of the job audit, the Assistant Vice Chancellor for Human Resources or designees shall hold a hearing. In the case of a request for an individual reclassifi cation, the hearing offi cer shall not be in the supervisory chain of the employee seeking the reclassifi cation. Th e Union may participate in the hearing if the employee so requests. 5. Th e Assistant Vice Chancellor for Human Resources or designee shall make a fi nal determination within thirty (30) calendar days of the hearing. 6. Th e decision of the Assistant Vice Chancellor for Human Resources or designee may be appealed within ten (10) calendar days to the CEO or designee who shall issue a decision within thirty (30) calendar days of receipt of the appeal. 7. Th e decision of the CEO or designee may be appealed within ten (10) calendar days to the University President or designee who shall issue a decision within thirty (30) calendar days of receipt of the appeal. 8. When such reclassifi cation request is granted, the monies necessary to fund such reclassifi cation shall be budgeted for the following fi scal year and if funds are available such reclassifi cation shall be eff ective at the beginning of the

59

payroll week next following the date of the appeal to the Assistant Vice Chancellor for Human Resources or designee. 9. Th e above procedures shall also govern requests for class reallocations of “trust funded” positions. 10. Th e parties agree that the procedure herein provided shall be the sole procedure for reclassifi cation and reallocation of “trust funded” positions and the grievance and arbitration procedures of Article 29 shall not apply.

60

ARTICLE 25

CLASS REALLOCATIONS

SECTION 1.

Class reallocations may be requested by the Union whenever it believes a reallocation is justifi ed by the existence of an inequitable relationship between the positions covered by the reallocation requests and other positions covered by this Agreement. If the Employer agrees that such an inequity exists, the Employer and the Union agree to jointly petition the General Court for such reallocation. If, however, the parties are unable to reach agreement, the matter shall not be subject to the grievance procedure.

SECTION 2.

Th e Employer and the Union agree that the procedure provided in Section 1 shall be the sole procedure for class reallocation for all classes covered by this Agreement and no other class reallocations shall be granted.

SECTION 3.

Eff ective July 1, 2001, the positions of Electrician, Grade 14, shall be upgraded to Grade 15, and the positions of Steam Fireman I, Grade 13, shall be upgraded to Grade 15, and the positions of Steam Fireman II, Grade 15, shall be upgraded to Grade 17.

61

ARTICLE 26

PROFESSIONAL DEVELOPMENT

SECTION 1. TUITION REMISSION

1. Full-time Employees Eligibility: A. All full-time employees of a public college or university who have completed at Least six (6) months of service as of the date of enrollment shall be eligible for system-wide tuition remission benefi ts. Employees on paid leave of absence or industrial accident leave remain eligible during the period of any such leave. Employees on unpaid leave shall remain eligible for a maximum of one calendar year. Retired or former employees shall not be eligible; however, the spouse and dependent children of retired, former, or deceased employees may retain eligibility under certain conditions (see c, d, and e below). B. Th e spouse and dependent child or children of any eligible employee shall also be eligible for system-wide tuition remission benefi ts. A “dependent child” shall mean any natural, adopted or step child who is claimed as a dependent on the eligible employee’s Federal Tax Return for the tax year immediately preceding enrollment. C. No employee’s child beyond the age of twenty fi ve (25) shall be eligible for tuition remission; provided, however, that in exceptional circumstances and for good reason the President of the public college or university granting the tuition remission may waive this age limitation for an employee’s child who continues to meet the IRS standards of dependency. D. If an eligible employee retires while a child or spouse is enrolled in a program of study or degree program, the child or spouse may complete such program with tuition remission, provided that enrollment is continuous. E. If an eligible employee who has completed at least fi ve (5) years of full-time equivalent service dies, the surviving spouse and children shall be eligible to enter and/or complete one full program with tuition remission. Th e term “program” as used in this Section d and the above Section c shall include, but not be limited to, any program of study begun at a Community College and continued without interruption through the bachelor’s degree at a State College or University. F. If an eligible employee leaves the employment of public higher education under conditions other than those described in C and D above while a spouse or child is enrolled in a course/program, the spouse or child may complete the semester already begun. At the end of the semester his/her eligibility for tuition remission terminates.

2. Applicability: Tuition remission shall be provided to eligible employees, their spouse and dependent children as follows:

62

A. For enrollment in any State-supported course or program at the undergraduate or graduate level at any Community College, State College or University, excluding the M.D. Program at the University of Massachusetts Medical School, full tuition remission shall apply. B. For enrollment in any non-State course or program off ered through continuing education, Including any community service course or program, at any Community College, State College, or University, twenty-fi ve percent (25%) tuition remission shall apply. C. Tuition remission shall apply to non-credit as well as credit-bearing courses. In all other respects, the provisions of the Regent’s System-wide Tuition Remission Policy shall be applicable to eligible part-time employees.

3. Limitations: A. Employees (or their spouse or dependent children) receiving tuition remission are responsible for the payment of all other educational costs, including fees (application, laboratory, etc.), books, and supplies. B. Employees (or their spouse or dependent children) must apply for admission and meet all admissions standards for the desired course/program. C. Admission to all courses/programs in continuing education is on a space available basis. Further, each local campus administration reserves the right to cancel any continuing education course in which a minimum number of full tuition-paying students, as determined by the administration, has not enrolled. D. Tuition remission benefi ts are non-transferable.

4. Certifi cation Process: To qualify for tuition remission, an employee must take the following steps: A. Apply for, and be admitted to, the desired course/program. B. Complete a “Certifi cate of Eligibility for System-wide Tuition Remission” (Appendix E) and have it signed by his/her Department Head or Supervisor And by the Chief Personnel Offi cer of the college or university at which he/she is employed. If the tuition remission is to be used by the employee’s spouse or dependent child, the name and relationship of this individual should be indicated on the certifi cate. Th e certifi cate should be completed as far in advance of the date of enrollment as possible. C. Submit the completed Certifi cate of Eligibility with his/her tuition bill to the college or university at which he/she plans to enroll. Th e employee (or his/her spouse or dependent children) must remit payment at the same time for costs not covered by tuition remission. D. It is the responsibility of the employee to insure that the Certifi cate of Eligibility is approved in a timely fashion. Retroactive tuition rebates will not be made except in unusual circumstances beyond the control of the employee.

63

5. Continuation of Existing Benefi ts: Th e implementation of this policy shall not limit or preclude any tuition remission benefi ts currently enjoyed by higher education employees under the terms of applicable collective bargaining agreements or personnel policies.

6. Interpretation of this Policy: Th e Chancellor or his designee shall have the sole authority to resolve any dispute concerning the interpretation and application of this policy. Th e Chancellor may amend or modify this policy from time to time as he deems appropriate and necessary. No dispute or claim of benefi ts arising from this policy shall be the subject of a grievance or arbitration procedure.

7. Part-time Employees Eligibility A. All part-time employees who are members of a collective bargaining unit, who are paid from the 01 or 02 Subsidiary Account, and who have completed at least six months of full-time equivalent service as of the date of enrollment, shall be eligible for system-wide tuition remission benefi ts. No other part-time employees shall be eligible for system-wide tuition remission. B. Th e spouse and dependent child or children of any eligible part-time employee shall also be eligible for system-wide tuition benefi ts. Th e age limitation and IRS dependency standards set forth in the Regent’s System-wide Tuition Remission Policy shall apply to children of eligible part-time employees.

2. Applicability Tuition remission shall be provided to eligible part-time employees, their spouse and dependent children as follows: A. For enrollment in any State-supported course or program at the undergraduate or graduate level at any Community College, State College, or University, excluding the M.D. program at the University of Massachusetts Medical School, fi ft y percent (50%) tuition remission shall apply. B. For enrollment in any non-State course or program off ered through continuing education, Including any community service course or program, at any Community College, State College, or University, twenty-fi ve percent (25%) tuition remission shall apply. C. Tuition remission shall apply to non-credit as well as credit-bearing courses. In all other respects, the provisions of the Regent’s System-wide Tuition Remission Policy shall be applicable to eligible part-time employees.

64

SECTION 2. UNIVERSITY TUITION WAIVER

Employees, Spouses, Domestic Partners and Dependent Children

1. Eligibility A. All classifi ed employees of the University are eligible for tuition waivers. Classifi ed employees of the University shall be defi ned as those individuals who are state, trust, or grant-funded employees receiving University benefi ts and salary through the regular University of Massachusetts payroll. B. Employees on sabbatical leave, professional staff leave or leave of absence without pay are employees and should be considered eligible. Employees on disability or sick leave are employees and should be considered eligible. Any individual who has ceased employment and is on insurance-covered disability should not be considered eligible. Retirees are not eligible. C. A spouse, domestic partner, and/or dependent children of full-time employees shall be eligible for tuition waivers, except that no employee’s dependent child beyond the age of twenty fi ve (25) shall be eligible for tuition remission benefi ts; provided, however, that the President of the University may, in exceptional circumstances and for good reason, waive this age requirement for individual students who, although beyond the age of twenty fi ve (25), nonetheless meet the tests of dependency established by the Internal Revenue Service. Further, tuition remission benefi ts shall be of no application to any student enrolled at the University of Massachusetts Medical School in courses leading to the M.D. degree. D. An employee’s length of service should not aff ect the eligibility of his or her spouse, domestic partner or dependent children, with the following exceptions: • If an employee leaves the employment of the University while a spouse, domestic partner or child is enrolled in a program of study, the spouse, domestic partner or child may complete the semester course already begun. At the end of the semester his/her eligibility ceases. • If an employee who has completed at least fi ve years of full-time service (or equivalent, as determined by the campus), dies, his/her spouse, domestic partner or dependent child shall remain eligible for the program of study or degree program in which they are enrolled, and any spouse, domestic partner or dependent child not currently enrolled in a program of study or degree program at the University shall be eligible for one such program of study or degree program. Th is fi ve year length of service requirement does not apply to full-time faculty members or librarians except for those in the rank of lecturer or instructor.

65

• In the case of a spouse, domestic partner or dependent child of an employee of the University who retires, such spouse, domestic partner or dependent child who has begun a program of study prior to the offi cial retirement date may complete his or her program providing the program of study is continuous. • Th e benefi ts herein apply only to employees who are specifi ed and are non- transferable.

2. Coverage A. Th e tuition waivers herein apply to all existing undergraduate and graduate programs at the University, with the exception of Continuing Education Programs. B. Tuition waivers do not cover such fees as lab and application fees. Th e waiver of related fees is at the discretion of the campus according to existing campus guidelines for all students.

3. Application and Administration A. Admission shall be governed by campus admission policies; spouses, domestic partners and dependent children shall meet all admission criteria to enroll and shall meet campus program standards and requirements to continue. B. Th e request for tuition waiver must be approved by an employee’s Department Head or Supervisor and the appropriate Admission’s Offi ce (employees with a Baccalaureate degree must register through the Graduate School). An application for admission must be processed through the appropriate admissions offi ce prior to registration. C. Waivers shall be granted on a semester-to-semester basis. Waivers shall be granted in the case of a spouse, domestic partner or dependent child only aft er the spouse, domestic partner or dependent child has met admission criteria, been admitted, and been billed for the courses for which he or she has enrolled. 4. Specifi c Benefi ts and Procedures A. Full-time employees who enroll in one or more courses may be granted complete tuition waivers for each course. For employees employed on at least half-time basis but less than Full-time, no more than seven tuition-free credits may be approved for any one semester or summer. Employees employed less than one-half time are not eligible for tuition waivers. B. An employee shall be allowed to take one (1) job related course per semester during said employee’s regular hours of work. Th e determination of whether a course is job related shall be made by the Assistant Vice Chancellor for Human Resources or designee. C. An employee may be allowed to take one (1) course per semester during said employee’s regular hours of work. As a consequence of taking a course during regular work hours, an employee’s tour of duty shall be adjusted so that in addition to the time during which an employee is released to take such course, said employee will be scheduled for a complete tour of duty. In calculating the tour of duty under such circumstances an employee must take a minimum of fi ft een (15) minutes as a regular meal break and must include suffi cient time, as determined by the University Personnel Offi cer, to travel to and from the work area to the class location.

66

5. Implementation of Tuition Waiver Policy Th e Chancellor of each campus, who will retain the authority for implementing this policy and for the ongoing collection of adequate data concerning distribution of tuition waivers, may delegate this authority to the Vice Chancellor for Academic Aff airs. In addition, the Offi ce of the President shall assume lead responsibility for establishing a timetable for policy implementation.

SECTION 3. UNIVERSITY FEE WAIVER POLICY FOR EMPLOYEES, SPOUSES,

DOMESTIC PARTNERS AND DEPENDENTS

University Fee Waiver for Employees A. Eligibility: All employees receiving a University Tuition Waiver as per Article 23.2 shall automatically receive the University Fee Waiver. B. Coverage: Th e full (100%) curriculum/operating fee and fi fty percent (50%) of the costs of Continuing Education courses are waived for all eligible employees, for both undergraduate and graduate courses. Fee waivers do not cover such fees as Lab and application fees.

Eff ective Date A. Th is policy shall take eff ect at the beginning of the fall semester, 2015. B. Th e contractual benefi t as per Article 26 of the AFSCME collective bargaining agreement for July 1, 2012—June 30, 2014 shall be in eff ect until this new policy takes eff ect.

University Fee Waiver for Employees’ Spouses, Domestic Partners and Dependent Children 1. Eligibility: All employees’ spouses, domestic partners, and dependents are eligible for a University Tuition Waiver as per Article 26 shall automatically receive the University Fee Waiver, with the following exceptions: a) An employee’s spouse, domestic partner, and/or dependent children shall be eligible for fee waivers in the semester following the employee’s completion of Two (2) years of full-time equivalent benefi ted service (e.g. 4 years at 50% time) at any of the UMass campuses or UMass System Offi ce. b) Dependents and spouses of benefi tted employees on unpaid leave, other than Military Leave, Workers’ Compensation and FMLA, are not eligible for this benefi t. 2. Coverage: Fift y percent (50%) of the curriculum/operating fee for undergraduate courses and fi ft y percent (50%) of the costs of Continuing Education courses are waived. Fee waivers do not cover such fees as lab and application fees. 3. Eff ective Date A. Th is policy shall take eff ect at the beginning of the fall semester, 2015. B. Th e contractual benefi t as per Article 26 of the AFSCME collective bargaining agreement for July 1, 2012-June 30, 2014 shall be in eff ect until this new policy takes eff ect.

67

4. If the benefi t per the AFSCME collective bargaining agreement of 2012- 2014 which provides for a tuition waiver and fee freeze for spouses, domestic partners and dependents enrolled in graduate courses is maintained for any UMass bargaining unit, both parties agree that this section of the contract shall be reopened upon either party’s request.

SECTION 4. TUITION RETENTION

If UMass and the Commonwealth reach agreement on a tuition retention plan whereby UMass retains in-state tuition, the parties will renegotiate terms in a System-wide multi-union labor- management committee with all unions which choose to participate; such terms shall not be less favorable to bargaining unit members than under this current agreement. Such negotiations shall begin within sixty (60) days of UMass and the Commonwealth’s agreement on a tuition retention plan, and the tuition/fee waiver policy adopted here shall remain in place until the parties to the labor-management committee reach agreement on new terms, which shall provide a benefi t not less valuable to bargaining unit members than this plan.

SECTION 5. LABOR/MANAGEMENT WORKPLACE EDUCATION PROGRAM

A. Th e Employer and the Union recognize that the development of employee basic skills is linked to customer service, employee advancement and employee retention. B. Th e success of the Labor/Management Workplace Education Program (LMWEP) of the Training and Development Unit is a testament to the commitment of both the University and AFSCME to qualify employee basic skills services. Since 1987 both the University and the Union have committed considerable good will, time and resources to this award winning joint eff ort. C. By supporting and continuing LMWEP the Employer and the Union recognize the critical importance of maintaining on-going opportunities for employees to improve such workplace basic skills as writing, reading, math, English, communication, diversity and leadership. More, both employer and union affi rm the worth of working together on this collaborative, joint labor/management eff ort. Investment in human resources is a priority for both Employer and Union. D. It is therefore agreed that LMWEP shall be managed and operated under the following provisions: 1. Employees of LMWEP shall be University employees within the Division of Human Resources. Th e program of LMWEP shall refl ect the subject areas noted in subsection C above. Th e goal of LMWEP shall be to provide eff ective services to the largest possible number of employees in the most cost effi cient manner. 2. During the life of this agreement the parties shall investigate and develop a trust fund to provide support to this program. When this trust fund is developed, the LMWEP program shall be overseen by a joint-labor management committee consisting of fi ve (5) members nominated by the University and fi ve (5) members nominated by the exclusive representatives of the certifi ed bargaining units on the Amherst campus. All actions of this joint labor-management committee shall be by majority vote. In the event of a tie, the parties may agree upon an additional

68

member who shall serve as a tie breaker. Th e trust fund, when established, shall consist of all funds appropriated for purposes of supporting the LMWEP which are not provided through the campus base budget process. Moreover, there may be constituted an advisory committee consisting of an equal number of members nominated by the Employer and exclusive representatives of the certifi ed bargaining units on the Amherst 3. A committee is not to exceed sixteen (16) members which shall advise the director of the program and the trustees of the LMWEP fund on the program provided by LMWEP. 4. During the life of this contract, any funds appropriated and received for support for LMWEP prior to establishment of a trust fund shall be used for that purpose and expended through the University budget process. 5. Following establishment of a trust or other separate fund, any funds appropriated by the General Court of the Commonwealth for the purposes of supporting LMWEP shall be placed in a separate fund denominated for that purpose. Th e University and the exclusive representatives of the certifi ed bargaining units on the Amherst Campus shall continue to explore approaches and methods for providing ongoing support for LMWEP. 6. It is the goal, of the parties, that during the life of this agreement, they will develop a trust fund agreement and seek establishment of the trust fund funding for the trust in the next collective bargaining agreement following this, for an amount of money for each employee for each week, which shall be placed in the LMWEP Trust Fund to support the activities of that program on an ongoing basis.

SECTION 6. TRAINING AND CAREER LADDERS

A. Th e Employer and the Union recognize the importance of training programs, the development of career ladders and of equitable employment opportunity structures and seek here to establish a process for generating such program recommendations and their implementation. B. Toward these ends the Employer and the Union agree to establish a Training and Career Ladders Committee consisting of three (3) persons appointed by the Union and three (3) persons appointed by the Employer. Such committee shall function continuously throughout the life of this Agreement. Th e committee shall meet within sixty (60) days to draw up rules and regulations. Th e committee shall determine the content and priority of training and/or retraining programs and the criteria for selection of participants. C. Career Ladder Training Fund Th e Employer agrees to contribute Th irty-Five Dollars ($35.00) per fi scal year, eff ective July 1, 2001, for each full-time equivalent employee to establish a Career Ladder Training Fund to be available for all members of the unit. Th e parties recognize the need to provide members of the bargaining unit with opportunities to advance to more responsible positions within the bargaining unit. Such funds may be utilized for unit members to pay for individual educational and training

69

programs in order to improve working skills and knowledge beyond the normal requirements for the position presently held by such employee. Trust funded employees shall be fully eligible for participation in all training programs.

A program must be given advanced approval and certifi ed by the Career Ladder Training committee. Such committee will develop guidelines to review proposed programs and internal committee procedures during the initial year of this agreement. Th ese funds may not be used to enhance salary rates or as a salary bonus. In addition to the programs above, a bargaining unit member may request reimbursement from or expenditure of such funds for any educational or training purpose, including, but not limited to travel, supplies, and equipment. Th e Employer will hold title to any materials and equipment purchased in whole or in part with such funds. All requests must indicate the specifi c purpose for the expenditure and no payment shall be made without all documentation required by University policies and procedures. Preference in such training will be given to programs, which benefi t the University’s implementation of new administrative systems.

Any funds not expended prior to January 1, 2004 shall be placed into a Career Ladder Training account to be expended on programs, training seminars, and other such services as agreed upon by the labor-management committee for bargaining unit members.

Th e parties agree that this provision in Section C shall be suspended for the duration of this agreement and acknowledge that the University shall have no obligation to seek funding under this agreement for the purposes of this section.

Th e University will adjust the fund for the duration of this contract (July 1, 2007 - June 30, 2008) exclusively by Ten Th ousand ($10,000.00) Dollars eff ective July 8, 2007.*

* Eff ective thirty (30) days aft er the legislature, for Fiscal Year 2007, approves the Collective Bargaining Agreement, the Campus shall make available to the Training and Career Ladders Committee a sum of money equivalent to 0.5% percent of the state funded payroll of employees in this bargaining unit. Th ese funds shall be expended not later than June 30, 2008. Th e parties understand this is a one (1) time provision of funds and will not be included in subsequent collective bargaining agreements unless agreed to by the parties in those subsequent negotiations. D. Th e Union is hereby provided additional monies in the amount of Forty-Eight Th ousand Nine Hundred Ninety Dollars and Fift y Cents ($48,990.50) to be used for training and development pursuant to and determined by existing contract language.

70

ARTICLE 27

SAFETY PROCEDURESSECTION 1.

Th e Employer shall comply with any and every applicable statute, federal and state, and with any such rules and regulations as may be promulgated there under, that govern the conditions of health and safety in the place of work of its employees. Th e Employer may promulgate and enforce any such rules and regulations as it may deem appropriate from time to time to provide for the safety of its employees and to ensure compliance with any such statute or with the rules and regulations promulgated there under. Prior to the promulgation of any such rules and regulations by the Employer, the CEO shall consult with representatives of the Union regarding such rules and regulations and their enforcement; provided however, consultation shall not be required in respect of such rules and regulations in force at any Campus on the date of this Agreement. All work related injuries shall be reported to the appropriate administrator immediately upon their occurrence or when the employee has knowledge of such injuries in accordance with the procedures in eff ect at the University. When an employee is injured while at work, the Employer shall complete and process the standard form for Employer’s First Report Of Injury within two (2) days from the fi ling of said report, with a copy to the employee. Grievances, involving the interpretation or application of the provisions of this Article not resolved at step 3 of the grievance procedures set forth in Article 29 of this Agreement, may be referred to a three (3) member review committee within seven (7) days of receipt of the step 3 decision. Said committee shall be comprised of the Director of Environmental Health and Safety or equivalent, one (1) Union -designated representative, and one (1) management-designated representative to review and make recommendations to the Chancellor. Th e committee shall meet within fi ft een (15) working days of said referral and shall make recommendations within ten (10) working days of the meeting. Time limits may be extended by mutual agreement of the parties.

SECTION 2.

Th ere shall be established a committee to be known as the Union/Management Safety Committee. Such committee shall be composed of twelve (12) members, six (6) representing the Employer and six (6) representing the Union. Such committee may reduce their number by mutual agreement. Th e purpose of the committee shall be to promote a safe, clean, and wholesome environment; the development of safety programs and procedures; and shall focus attention on any injuries which have resulted; and would serve to alter or revise any such programs or procedures. Th ere shall be at least four (4) meetings of the committee each year. Additional meetings shall be arranged at the request of either party. Any health and safety issue, which cannot be resolved by the local level safety committees, may be referred by mutual agreement of both parties to the university level Labor/Management committee for discussion.

71

SECTION 3.

Where uniforms, protective clothing, safety shoes, safety glasses, or any type of protective device are necessary and required in the performance of an employee’s duties or where employee’s clothing is subject to excessive wear and tear because of chemicals, abrasives, pollutants, etc., and need to be frequently replaced, such uniforms, protective clothing or any type of protective device will be provided by the Employer.

SECTION 4.

A. Employees shall have a First Aid kit available in their work area. B. No employee shall be required to lift unreasonable weights without adequate assistance. C. No employee shall be required to operate defective equipment. D. Where it is currently the practice, at least two (2) employees shall be assigned when working underground, in tunnels, in crawl spaces, in hazardous areas where steam, sewage, electrical, or other systems exist, in trenches with a depth of fi ve (5) or more feet, or when working more than ten (10) feet above the fl oor or the ground. For other institutions, appropriate precautions (i.e. additional staffi ng, close supervision, etc.) will be taken to ensure the safety of employees working in these hazardous areas. E. No employee shall be assigned to work from ladders, staging, or rigging unless such equipment meets all safety regulations. F. Th e provisions of all applicable rules, standards, regulations and codes promulgated under the provision of the General Laws shall apply to all apparatus, materials, equipment and structures, their installation, maintenance and operation within this University. Th e Employer and the Union shall endeavor to conform to such rules, standards, regulations, and codes. G. Employees shall notify the appropriate offi ce of the University (i.e. Offi ce of Labor Relations or the Physical Plant Division) prior to notifying any administrative agency of the Commonwealth of any condition or situation concerning work orders, work performed requiring a license, a certifi cate of competency, certifi cate of registration, or a permit. H. Employees shall not work in areas, known by management, where toxic or radioactive materials are present unless they are made aware of the hazards. All such hazards shall be posted and identifi ed. I. Th e Employer agrees to take positive action to eliminate pets and stray animals on campus and the problems arising from the keeping of pets. J. Employees, needing transportation, shall be transported in enclosed vehicles during cold and/or inclement weather to perform assigned duties. K. Employees shall not be assigned excessive or unreasonable workloads. L. All work shall be performed under safe and sanitary conditions; provided, however, the workforce may be used to correct an unsafe or unsanitary condition. M. Th e Employer shall endeavor to keep each women’s restroom equipped with a sanitary napkin dispensing machine which shall be kept supplied and in working order.

72

N. Th ose institutions that currently provide a cot suitably equipped and a chair and/or furnish adequate rest area facilities for the use of employees shall continue to do so. Th e issue of providing an adequate rest area will be a permanent agenda item for the campus safety committee established by the terms of Article 27. O. Th e Employer shall supply chemicals to eliminate nauseous odors. P. Th e fi rst aid area shall be equipped with a cot and necessary fi rst aid supplies. Q. Employees, assigned to work exposed to unreasonable conditions of weather or extremities in temperature, shall be allowed reasonable rest periods each hour. R. Power tools and saws shall be sharpened by competent individuals. S. An occupational health and safety program is available to employees for emergency care. T. Th e Employer shall comply with the rules and regulations of the Commonwealth of Massachusetts which apply to the University. Th e Employer agrees to endeavor to arrange for transportation to a medical facility for any employee requiring medical treatment. When an employee is separated from the payroll because s/he has exhausted his/her sick leave, the Employer shall furnish the necessary forms for requesting group insurance coverage on a current premium basis. U. No employee shall be assigned to work in areas where heavy moving machinery, high voltage current, or nauseous gases are present unless s/he is accompanied by one (1) or more other employees. V. Except at campuses where it is currently the practice of the custodial force to wash windows on the outside of buildings where it is necessary to use extension ladders, safety belts, boatswain chairs, staging, and power lift s, no member of the custodial force shall be required to perform such tasks using said equipment. W. Any grievance, which cites an alleged violation of Article 27 and which remains unresolved following the step 2 decision, may be referred to the campus Department of Environmental Health and Safety for an evaluation and recommendation in writing prior to proceeding to step 3. X. With all reasonable speed, areas found to contain friable asbestos containing materials shall be posted and all reports of suspected areas of asbestos hazard shall be promptly investigated. Y. Th e issue of asbestos generally will be a permanent agenda item for the campus safety committee established by the terms of this Article 27. Th e committee shall periodically review standards for adequacy with respect to current research and recommend additions to the standards where shown to be necessary.

SECTION 5.

A. In order to promote and establish a safe environment within the workplace, the parties hereto agree that health and safety issues relative to VDT’s shall be an appropriate item for discussion by the labor/management committee as established in Article 33. B. VDT operators shall not be required to perform continuous duties at the work screen for periods in excess of two (2) hours at a time. For each consecutive two (2) hour period worked at his/her station, the employee shall be entitled to be away from the

73

screen for a contiguous period of fi ft een (15) minutes. Such fi fteen (15) minute period may consist of an alternative job assignment, any break, or lunch period otherwise authorized by this Agreement. C. Th e CEO/designee shall make reasonable eff orts to reduce Repetitive Strain Injuries within the institution. D. Pregnant employees, who work on VDT systems, may request temporary reassignment within their job description or a comparable position and be reassigned within two (2) weeks of notifi cation for the duration of the pregnancy. Such work assignment shall be determined by the CEO. Th is request must be in writing to the CEO with verifi cation from the employee’s physician.

SECTION 6.

Employees, who are required to wear safety shoes by Management, shall be supplied with such shoes. Th e safety shoes supplied shall comply with all applicable regulations. A joint labor-management committee shall be established consisting of three (3) representatives of each party to assess which jobs require safety shoes. Th e decision of management as to who wears safety shoes shall be fi nal and is not subject to the grievance and arbitration provision of this Agreement.

SECTION 7. SERVSAFE

A. Employees, hired from outside the bargaining unit into the positions below, must be certifi ed as food handlers by the end of their six (6) month probationary period through a recognized program approved by the University of Massachusetts (i.e., ServSafe). Baker I and Baker II Culinary Worker, U of M Cook I, II and III Assistant Snack Bar Manager Snack Bar Manager Dining Hall Supervisor Storekeeper II and Storekeeper III (Auxiliary Services only) B. If an employee, who is hired from outside the bargaining unit into the positions above, fails his/her fi rst attempt to pass the exam, they shall be off ered one (1) retake of the exam within three (3) months of their original exam date. If an employee, who is hired from outside the bargaining unit into the positions above, then fails the retake exam they shall be terminated immediately upon notifi cation of their second test results. Employees, in the above titles, must be recertifi ed as food handlers through a recognized program approved by the University of Massachusetts (i.e. ServSafe) as required by the certifi cation program before their current certifi cation expires (ServSafe is every fi ve (5) years). Should one (1) of these individuals fail his/her fi rst to pass the exam to become recertifi ed, they shall be off ered one (1) retake of the exam within three (3) months of their original exam date. Aft er failing their fi rst attempt at becoming recertifi ed, they may not be promoted to any position which requires individuals to be certifi ed as food handlers through a recognized

74

program approved by the University of Massachusetts (i.e. ServSafe) until they do have a valid certifi cation through a recognized program approved by the University of Massachusetts (i.e. ServSafe). If these individuals then fail the retake exam, they shall be demoted immediately upon notifi cation of their test results to Dietary Worker I. C. Employees of the titles below are not required to be certifi ed as food handlers through a recognized program approved by the University of Massachusetts (i.e. ServSafe), but may pursue the exam if they want to: Dietary Worker I Head Dishroom Attendant Potwasher D. Current employees, in the above three (3) titles, may be promoted to a position in Section 1 without initially being certifi ed as food handlers through a recognized program approved by the University of Massachusetts (i.e. ServSafe), but must be certifi ed as food handlers by the end of their six (6) month probationary period through a recognized program approved by the University of Massachusetts (i.e., ServSafe). Should one (1) of these individuals fail his/her fi rst attempt to pass the exam to become certifi ed, they shall be off ered one (1) retake of the exam within three (3) months of their original exam date. If these individuals then fail the retake exam, they shall be demoted immediately upon notifi cation if their test results to Dietary Worker I. E. Any bargaining unit employees, who are not certifi ed as food handlers through a recognized program approved by the University of Massachusetts (i.e. ServSafe) and are in a title in Section 1 above at the time of execution of the this Agreement, must be certifi ed as food handlers through a recognized program approved by the University of Massachusetts (i.e. ServSafe) within six (6) months of the execution of this Agreement. Should one (1) of these individuals fail his/her fi rst attempt to pass the exam to become certifi ed, they shall be off ered one (1) retake of the exam within three (3) months of their original exam date. If these individuals then fail the retake exam, they shall be demoted immediately upon notifi cation of their test results to Dietary Worker I. F. If an employee fails his/her fi rst attempt to pass the exam there will be a meeting held prior to taking the retake exam to discuss to the score analysis sheet and clarify what sections of the exam the individual needs to further study to pass the retake exam. G. Th e Union shall be informed in writing of a failing status of any individual’s fi rst and second attempt to pass the exam. H. Th e Employer shall pay for the fi rst certifi cation test, as well as for one (1) subsequent test if necessary. Any other tests will be the fi nancial responsibility of the employee. I. Missing a test for any reason shall be considered a failed test, unless satisfactory medical documentation is provided. J. Courses/tests will be off ered in December and during March.

75

ARTICLE 28

PROBATIONARY EMPLOYEES

SECTION 1.

New employees, hired into the bargaining unit, shall be considered as probationary employees for the fi rst six (6) months of their continuous employment.

SECTION 2.

Th e purpose of the new hire probationary period is to provide for the evaluation of an employee over a period of six (6) months. Should that period be interrupted to a signifi cant degree, the new hire probationary period shall be extended to compensate for that absence.

SECTION 3.

At the completion of the fi rst three (3) months and within one (1) month prior to the completion of such probationary period, each probationary employee shall be evaluated by his/her supervisor. Such evaluation shall be recorded in writing by the supervisor. Th e supervisor shall also indicate his/her recommendation for the retention or termination of such employee. Such employee shall receive a written copy of the supervisor’s evaluation and recommendation and shall, upon written request submitted within seven (7) days of receipt, be entitled to meet with the supervisor to discuss the evaluation and recommendation prior to their transmittal to the CEO.

SECTION 4.

During the new hire probationary period, an employee may be disciplined or terminated without recourse to the grievance and arbitration procedures provided herein, except discipline or discharge for lawful and protected Union activity.

SECTION 5.

An employee, whose employment is severed with the University, must serve an additional probationary period upon re-employment, whether in the same or a diff erent job title.

SECTION 6.

During the probationary period an employee may not laterally transfer or seek lateral appointment. Nothing contained in this section shall deny an employee the right to a promotion, pursuant to Article 19.

76

ARTICLE 29

DISCIPLINARY ACTION

SECTION 1.

A. Th e parties agree that corrective and disciplinary action, when imposed, shall be implemented in progressive stages from minor to severe. Such action is intended to be from a less severe to more severe corrective action in order to bring about the necessary change in work habits. An employee, having successfully completed the required probationary period, shall not be discharged, suspended, demoted, or given a written reprimand (the parties have agreed to exclude oral reprimands from the purview of just cause review) for disciplinary reasons without just cause. B. Th e provisions of this Article shall not be applied in an arbitrary or capricious manner. However, in some circumstances, actions or omissions, which have resulted or will result in harm to the institution, academic community, or members thereof, may require imposition of severe sanctions in the fi rst instance. C. Progressive disciplinary actions may include, but are not limited to oral reprimand, oral reprimand with notation to the personnel fi le, written reprimand, suspension with pay, suspension without pay, demotion, and discharge.

SECTION 2.

Just cause may include, but shall not be limited to the following with each discipline being treated on a case by case basis: A. Willful neglect or non-performance of one (1) or more assigned duties; B. Demonstrated incompetence in the performance of one or more assigned duties; C. Behavior that seriously interferes with the normal operation of the institution, the department, or any members of the workforce; D. Insubordination, which shall mean a refusal to carry out a direct order; E. Dishonesty in the performance of assigned duties; F. Chronic absenteeism or tardiness without reasonable excuse; G. Unauthorized possession or use of alcohol or an unprescribed controlled substance during any period of assigned work; H. Institutional theft ; I. Permitting another to use one’s University identifi cation, or using another person’s identifi cation or altering a University identifi cation care (not UCard); J. Th reatening and intimidating or bullying an employee(s) or a supervisor.

SECTION 3.

When terminating a unit member, the CEO shall inform the member, in writing, with the reasons therefore.

SECTION 4.

Th e Union shall receive a concurrent notice of all disciplinary charges, hearings, and decisions. When an investigation may lead to the discipline of an employee, the supervisor shall advise the employee that s/he may be accompanied by a Union representative.

77

SECTION 5. NON DOT ALCOHOL AND CONTROLLED SUBSTANCES ABUSE POLICY

PURPOSE Th e University recognizes its responsibility to seek all measures considered necessary to ensure the safe and effi cient operations of its facilities and vehicles. Th is responsibility, which demands comprehensive safety measures, extends not only to the protection of the well-being of our employees and facilities, but in particular, to the community we serve as well as the general public. Our commitment to the protection of our students, employees, operations and the public is evidenced by the implementation of programs and procedures which ensures compliance with appropriate safety measures and all applicable laws and regulations, including but not limited to the Drug-Free Workplace Act.

As a matter of law and general practice, the University has the responsibility to implement reasonable work rules governing the conduct of employees on University property or off University property while engaged in University business. Th e unlawful manufacture, dispension, distribution or unauthorized use of or possession of alcohol, drug and controlled or illegal substances or the paraphernalia associated with its use on University premises, including parking areas, or outside University premises on University business is absolutely prohibited. Because of the growing concerns of alcohol and drugs in the workplace, and their potential impact with respect to the safe and effi cient operation of our facilities, vehicles and equipment, the following represents the University’s NON DOT Alcohol and Controlled Substances Abuse Policy.

GOALS AND OBJECTIVES In accordance with the above, the University of Massachusetts Amherst’s NON DOT Alcohol and Drug Testing/Screening Program employs fi ve (5) principles as a means to achieve the goals of providing public safety, a workplace free from the eff ects of alcohol and drug use, and to ensure the fair treatment of employees.

Th e fi rst principle is a commitment by the University and the Union to fairness in testing, free from undocumented and unsubstantiated instances of ordering an employee to be tested, and free from harassment by any supervisor. While only a supervisor can order testing, the parties recognize that all employees have a duty/responsibility to report suspicious abuse of alcohol and/or controlled substances. Where there is a complaint that a supervisor has harassed an employee(s) through the ordering of tests, said supervisor may be subject to investigation and possible disciplinary action.

Th e second principle emphasizes deterrence from the eff ects of drug use. As such, the University will make education and training available for all employees regarding the eff ects of substance abuse on individuals and on the workplace. Supervisors and managers will receive specialized training in detection, early intervention and enforcement. Th e Union may select up to three (3) representatives per session to voluntarily attend this specialized training, at the Union’s expense, depending on space availability.

78

Th e third principle is detection. Th e University will employ alcohol and drug testing in post-incident situations and testing based on reasonable suspicion. All testing will be done by a laboratory certifi ed under the Federal Department of Health and Human Services (FDHHS) Mandatory Guidelines for federal workplace alcohol and drug testing programs.

Th e fourth principle is treatment and rehabilitation. Th e University supports rehabilitation for those employees whose job is in jeopardy yet who sincerely desire rehabilitation services. All employees are encouraged to receive help for alcohol and drug problems through participation in a recognized, certifi ed rehabilitation program.

Th e fi fth principle is enforcement, which is essential if deterrence, rehabilitation and detection are to be successful. All employees must be fi t for duty, as defi ned within this program. As required by the Federal Drug-Free Workplace Act of 1988, this NON DOT Alcohol and Drug Testing/Screening Program proactively notifi es all employees that the unlawful manufacture, distribution, dispensing, possession and/or use of a controlled substance is strictly prohibited at all times, on institution property, and in the conduct of institutional business.

Employees found to be in violation of any of the provisions contained in this NON DOT Alcohol and Drug Testing/Screening Program shall be subject to discipline in accordance with the disciplinary authority set forth in this Agreement.

DEFINITIONSAlcohol: Th e intoxicating agent in beverage alcohol, ethyl alcohol, methyl, or isopropyl alcohol.

Alcohol Concentration: Also called alcohol content.

Breath(alyzer) Alcohol Technician (BAT): An individual who instructs and assists individuals in the alcohol testing process.

Confi rmation Test: In alcohol testing, a second test with a result of 0.02 or greater that provides a quantitative measurement of alcohol concentration.

Controlled Substances: In this policy, the terms drugs and controlled substances are interchangeable and have the same meaning. Unless otherwise provided, in accordance with MGL Chapter 94C, all drugs will consist of determinations of the presence of fi ve (5) drugs, classes of drugs, or their metabolites: marijuana metabolites, cocaine metabolites, opiate metabolites, phencyclidine (PCP), and amphetamines. In the course of testing, other drugs or their metabolites, as found in MGL Chapter 94C, may be tested for if particular use is suspected. Such other drugs or their metabolites include, but need not be limited to: lysergic acid diethylamide (LSD), methaqualone, barbiturates, and benzodiazepines.

Designated Employer Representative: Usually the Human Resources Manager/Coordinator for the area or the employee so designated to administer or oversee the process in a specifi c area/department of the University.

79

FSAP/EAP (Faculty Staff /Employee Assistance Program): Programs available on campus or in the adjacent area to assist an employee among with, other counseling services, addressing alcohol and/or drug related issues either prescribed or recommended by an MRO, SAP or both. An employee may access such services on their own initiative without having tested positive for with alcohol or controlled substances. Th e University’s FSAP offi ce is located in the University Health Services Building, Ground Floor. Any other information and/or resources may be obtained from your Department’s Human Resources Representative.

Medical Review Offi cer (MRO): A licensed physician (MD or OD) responsible for interpreting lab results from the Alcohol and Drug Testing/Screening Program. Th e MRO has knowledge of substance abuse disorders and can interpret and evaluate an individual’s confi rmed positive drug test results together with his/her relevant biomedical information. Th e MRO performs the following: receives drug test results from the laboratory, conducts administrative review of control and custody forms, reviews and interprets confi rmed positive tests, requests laboratory to retest if appropriate, notifi es each employee that has a positive test, has the authority to cancel a test and reports all verifi ed test results to the Designated Employer Representative.

Screening Test: In alcohol testing, the initial test performed to determine if an individual has a prohibited concentration of alcohol in his/her system. In controlled substance testing, a procedure to eliminate negative urine specimens from further consideration.

Substance Abuse: Refers to patterns of alcohol or controlled substances use that result in negative health consequences, impairments in social, psychological, and/or occupational functioning.

Substance Abuse Professional (SAP): A licensed physician (MD or OD) or a licensed certifi ed psychologist, social worker, or addiction counselor with experience in diagnosis and treatment of alcohol and substance problems.

WHAT ARE THE ALCOHOL AND DRUG PROHIBITIONS? A. Alcohol Prohibitions: Employees may NOT report for duty or stay on duty: 1. With an alcohol concentration of 0.02 (*see screening and confi rmation tests) or greater; or 2. If in possession of alcohol (unless it is being transported as cargo); 3. If using alcohol; or 4. Within four (4) hours of using alcohol (if not on standby, no penalty shall result from declining a call-in until at least four (4) hours has passed since the last consumption of alcohol). Employees, who have had an on-duty accident, may not use alcohol until initial post-accident investigation or they are released from work. Employees, who have had an on-duty accident, must submit to a breath alcohol test, if the incident investigation indicated the employee is at fault or may have been at fault. Employees may not refuse to submit to alcohol testing. Refusal shall be considered a positive test.

80

B. Drug Prohibitions: Employees may NOT report for duty or stay on duty while using any illegal drug(s), or controlled substances except when said controlled substance has been prescribed by a physician, provided to the designated employer representative before any incident and does not interfere with one’s ability to perform the functions of his/her position in a satisfactory manner. Employees shall not report to duty or stay on duty if he/she has tested positive for illegal drugs and/or controlled substances. Employees, who have had an on-duty accident, must submit a urine sample for testing, if the incident investigation indicates the employee is at fault or may have been at fault. If the post-accident investigation determines the employee is not at fault, any urine sample provided will be destroyed, except on written request of the unit member that the sample be tested. Employees may not refuse to submit to drug testing. Refusal shall be considered a positive test.

WHAT TESTS ARE REQUIRED AND WHEN WILL I BE TESTED? Th ere are particular situations where testing of employees can be done to determine the presence of alcohol and/or drugs. 1. Post-Incident: Any employee shall be subject to an immediate post-incident alcohol and drug test when involved in a “critical incident.” A “critical incident” may be defi ned as: a) Th e actions of any at-work employee which results in the death of a person by any means; b) One that results in bodily injury to the employee, co-workers, student(s) or staff , damage to University equipment, vehicles or causes the vehicles to be towed. 2. Reasonable Suspicion: An employee may be subjected to reasonable suspicion testing, if the University believes the employee has violated the policy and is suspected of impairment by use of alcohol or controlled substances. Two (2) duly certifi ed managers/supervisors shall make a determination that reasonable cause exists to require the employee to undergo an alcohol or drug testing based on specifi c contemporaneous, articulable observations concerning appearance, behavior, speech, or body odors of the employee. Alcohol testing for reasonable suspicion must take place within eight (8) hours of the observations. Employees may not report for duty or stay on the job while under the infl uence of alcohol. Th e University will not allow any employee to perform any job duties until his/her alcohol concentration is less than 0.02 or twenty-four (24) hours have passed from the time of the initial testing. Managers/Supervisors charged with the responsibility of determining reasonable suspicion must have a minimum of sixty (60) minutes of training on controlled substances and a minimum of sixty (60) minutes of training on alcohol misuse. Th e training must cover the physical, behavioral, speech and performance indications of probably use of controlled substances.

81

Testing for reasonable suspicion shall require thorough documentation. A written record of the observations leading to alcohol and controlled substances testing must be created by the managers/supervisors making the observation within twenty-four (24) hours of the observed behavior. All alcohol and drug abuse suspected violations on site (University of Massachusetts, Amherst) shall be thoroughly documented and monitored by at least two (2) certifi ed personnel.

WHAT HAPPENS IF I REFUSE TO BE TESTED? Employees must submit to alcohol and drug testing either post-incident or if reasonable suspicion has been determined. If a unit member refuses to be tested, it shall be considered to be a positive test, the consequences of which are enumerated later in the policy. Refusal to test is defi ned as any time the employee either fails to provide enough breath for alcohol testing or enough urine for controlled substances testing (without a valid medical excuse previously provided to the designated employee representative) aft er being notifi ed of the test, failure to remain available for testing, leaves the scene of an accident/incident before the test is administered, or if the employee otherwise obstructs the testing process.

HOW IS ALCOHOL TESTING DONE? Alcohol testing* is done by analyzing an employee’s breath alcohol. Th e test is given by a Breathalyzer Alcohol Technician. Th e results are reported immediately to the employee and the MRO. If the blood alcohol concentration is 0.02 or higher, the employee will be asked to take a second breathalyzer test. Th e fi rst test is called a screening test and the second test is referred to as a confi rmation test.

If the confi rmation test confi rms a blood alcohol concentration of 0.02 or greater but less than 0.04, the employee shall be sent home for the balance of the work day and placed in a no pay status. Separate successive incidences, by the same employee, will subject him/her to the disciplinary process enumerated in the existing collective bargaining agreement. If an employee tests negative, except for the noted requirements above, the testing provider will inform the employee and the Designated Employee Representative that the employee is eligible to return to work.

If the employee refuses to be tested or to sign the testing form, the test is considered positive and the laboratory will immediately notify the appropriate Designated Employee Representative.

*Alcohol Testing: Under the University’s current CDL Alcohol and Controlled Substance Testing Policy, CDL drivers shall only be tested for alcohol immediately prior to performing, during, or immediately aft er performing safety sensitive functions. Under this NON DOT policy, CDL drivers, when not performing safety sensitive functions, may be tested anytime for reasonable suspicion while the employee is at work. If a CDL driver is not performing safety sensitive functions and is tested for alcohol pursuant to this NON DOT policy, he/she must be so advised that the testing shall occur pursuant to this NON DOT policy.

82

HOW IS DRUG TESTING DONE? Controlled Substances Testing is done by analyzing a urine sample which is collected in a private location. 1. In accordance with MGL Chapter 94C, all drug tests will consist of determinations of the presence of fi ve (5) drugs, classes of drugs, or their metabolites: marijuana metabolites, cocaine metabolites, opiate metabolites, phencyclidine (PCP), and amphetamines. In the course of testing, other drugs or their metabolites, as found in MGL Chapter 94C, may be tested for if particular use is suspected. Such other drugs or their metabolites include, but need not be limited to: lysergic acid diethylamide (LSD), methaqualone, barbiturates, and benzodiazepines. 2. Th e collection site person divides the urine sample into two (2) containers (split sample/specimen)* in the employee’s presence. Th e primary sample is sent to a testing laboratory certifi ed by FDHHS.

*Split Sample (Specimen): Each urine sample is divided into two (2) separate bottles; one (1) is labeled primary and the other secondary. Only the primary sample is opened and tested; the second remains sealed and is stored in the laboratory. If the analysis on the primary sample confi rms the presence of illegal, controlled substances, the employee has only seventy-two (72) hours to request that the secondary sample be sent to another FDHHS certifi ed laboratory for analysis, and a second opinion. Split sample analyses will be paid for by the University. While waiting test results, the employee will remain on leave with pay until the results are received.

3. At the laboratory, a screening test is performed on the primary sample. If this test is positive for drugs, a confi rmation test is required. 4. Th e confi rmation test will be done (on the same sample) using a specialized procedure called gas chromatography/mass spectrometry to ensure that over the counter drugs are reported as positive. 5. If the fi rst test is positive, the Medical Review Offi cer (MRO) will contact the employee to fi nd out if there is a reason for a positive result. If the MRO determines a legitimate medical reason, the test may be reported as negative. 6. Aft er being notifi ed that the fi rst test was positive, the employee will have seventy-two (72) hours to contact the MRO and request a test of the split specimen. If the employee does not contact the MRO within seventy-two (72) hours, but can prove a legitimate reason for not doing so, the MRO may order the split specimen to be tested per request of the employee. Th e MRO will then notify the Designated Employer Representative of the request for the second test. To ensure objectivity, the split sample will be sent to a diff erent FDHHS certifi ed lab for testing. Th e costs associated with testing a split specimen shall be the responsibility of the University. 7. Removal from duties is required following the fi rst positive drug test. If the analysis of the split sample/specimen does not confi rm the presence of drugs, the MRO shall report this to the employer and the employee. In this case, any paid leave used or time off the payroll will be restored to the employee.

83

WHAT ARE THE CONSEQUENCES OF VIOLATION THE ALCOHOL OR DRUG PROHIBITION? A test of 0.04 or greater shall be considered a positive test.

Positive Alcohol TestsFirst positive test: In the fi rst instance of a positive test (0.04 or greater), the employee shall be sent home and recorded in a no pay status for the balance of the day. Eff ective the next day, the employee shall be suspended without pay for fi ve (5) workdays. Th e employee must successfully complete any program as identifi ed, if required, by the Substance Abuse Professional and/or Medical Review Offi cer as well as pass a return to duty test before being permitted to return to work.

Second positive test: In the second instance of a positive test (0.04 or greater), the employee shall be sent home and recorded in a no pay status for the balance of the day. Eff ective the next day, the employee shall be suspended without pay for ten (10) workdays. Following a meeting, fi rst with the MRO within seventy-two (72) hours of the positive test and the SAP if recommended, the employee shall enroll in a treatment program, successfully complete it and subsequently pass a return to duty test before being permitted to return to work. If SAP treatment is not required, the employee must still pass a return to duty test. From the initial date of return to work, the employee shall be subject to at least six (6) random alcohol tests during the twelve (12) months. A positive test, (0.04 or greater) of any of the six (6) administered tests during that year, shall result in immediate discharge.

Th ird positive test: A positive test (0.04 or greater) by the same employee, any time aft er previously having tested positive and having successfully completed the requirements required in the second instance, shall result in an immediate discharge.

All return to duty tests must manifest less than 0.02 concentration of alcohol. MRO and/or SAP authorized return to duty test will be paid for by the University.

Positive Drug Tests: 1. Identifi cation of any amount or level of any panel of drugs to be tested shall be considered a positive test. Subsequent to a positive primary test, the MRO shall discuss with the employee the test results and other appropriate considerations. If a split sample test is/was conducted and determined to be positive, the MRO shall make a recommendation to the employee to meet with a Substance Abuse Professional no later than seventy-two (72) hours) aft er the confi rmation of the positive split sample results. Th e employee shall meet with the SAP for an assessment, possible required enrollment in a treatment program, and before being permitted to return to work, successfully pass a return to work duty test. If the employee successfully passes the return to duty test, he/she prior to returning to employment, shall serve a ten (10) day suspension without pay. Subsequent to returning to work, the employee shall be randomly tested for any amount or level of panel of drugs at least six (6) times during the next twelve (12) months. Positive results for any of the six (6) tests will result in immediate discharge.

84

2. A second positive test for the same employee, any time aft er having completed the requirements enumerated in Step #1, shall result in immediate discharge.

Return to duty testing is required for employees, who have tested positive for illegal drugs and/or controlled substances before they return to work. Th e MRO/SAP authorized return to duty tests must be negative and will be paid for by the University.

GENERAL PROVISIONS FOR ALCOHOL AND DRUG TESTING Payment of recommended programs may be covered by the employee’s health insurance according to the terms set forth in his/her policy. Deductibles and co-payments are the responsibility of the employee. If an employee has an Adulterated Alcohol/Drug Test (i.e. the specimen has been tampered with by the employee), it will be considered a refusal to test and shall be subject to the penalties the same as a positive test. Th is policy requires that the employer provide employees an opportunity for treatment. Absences from work, needed for treatment, shall be covered by applicable sick leave and/or FMLA policies and procedures. Failure of an employee to strictly adhere to any of the time requirements, enumerated throughout this policy, will result in immediate termination.

WHEN CAN AN EMPLOYEE RETURN TO WORK? Before returning to work, the employee must: 1. Have less than a 0.02 concentration of alcohol or a verifi ed negative drug test, depending on the violation. 2. Complete a recommended program for treatment, if any.

ENFORCEMENT All supervisors will be expected to enforce this NON DOT Alcohol and Controlled Substance Testing Policy consistent with its terms and conditions. However, AFSCME supervisors may not order testing of other AFSCME unit members. Any supervisor, found to ignore or disregard the provisions of this policy, will be subject to discipline.

USE OF EMPLOYEE’S TIME Separate from any disciplinary action reference in this policy, should the employee be required to be out of work as a consequence of a course of treatment required for any violation of this policy, he/she shall fi rst use any and all sick time available to him/her, then personal or compensatory time, then any unused vacation time. Any days necessary aft er that may be unpaid.

85

SIGN OFF SHEET I have read and/or have had explained to me, the Alcohol and Controlled Substances Testing Policy, as approved by the University of Massachusetts, Amherst and AFSCME Local 1776.

PRINT NAME_________________________________________________

SIGNATURE__________________________________________________

DATE:________________________________________________________

86

AUTHORIZATION FOR RELEASE AND RECEIPT OF INFORMATION

I, the undersigned, hereby authorize the Substance Abuse Professional to advise the Designated Employer Representative, in my respective work area, that I have entered a treatment program (start date), the approximate length I will be enrolled (end date) and when my return to duty test will be given and the results subsequently provided to my employer.

I further understand that failure to execute this agreement will result in my immediate termination.

_________________________________ _______________________________Employee’s signature Employer Designated Representative

_________________________________ _______________________________Date Date

87

SUPERVISOR’S ACCIDENT REPORT

Date:_____________________ Time:________________________

Location of incident/accident:

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Accident related injuries? Yes No (circle) If yes, provide details.

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Provide a brief summary of accident:

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Description of other party(s) involved:

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Police at scene? Yes No (circle) If yes, provide jurisdiction:

__________________________________ _________________________________Name (Supervisor/Manager) Name (Supervisor/Manager)

_________________________________ _________________________________Date Date

88

REASONABLE SUSPICION REPORT FORM

Date:_____________________ Time:________________________

Location of incident/accident:

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Accident related injuries? Yes No (circle) If yes, provide details.

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Provide a brief summary of accident:

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Description of other party(s) involved:

__________________________________________________________________________

__________________________________________________________________________

__________________________________________________________________________

Police at scene? Yes No (circle) If yes, provide jurisdiction:

___________________________________ _________________________________Name (Supervisor/Manager) Name (Supervisor/Manager)

___________________________________ _________________________________Date Date

89

ARTICLE 30

GRIEVANCE AND ARBITRATION PROCEDURE Th e parties agree that they shall use the procedure set forth in this Article for the resolution of all disputes involving the application of this Agreement; unless such matters have been specifi cally excluded from these procedures.

SECTION 1. DEFINITIONS

A. Grievant - shall mean an employee, group of employees, or the Union on behalf of the employee(s), as the case may be, who pursuant to the terms of this Agreement, seeks resolution of a grievance. B. Grievance - the term “Grievance” shall mean an allegation by the grievant(s) or the Union that a specifi c provision or provisions of this Agreement has/have been breached in its application to him/her/them. A grievance shall mean a written statement stating the event or occurrence on which the grievance is based, including the date when such breach is alleged to have occurred and the specifi c contractual provisions alleged to have been breached and shall set forth the remedy requested. C. Day - Except as otherwise provided in this Article, “day” shall mean a calendar day, exclusive of any Saturday, Sunday, holidays enumerated in Article 14 of this Agreement or duly authorized skeleton days. D. Immediate Supervisor - the term “Immediate Supervisor” for the purposes of this Article shall mean the immediate work supervisor designated by the CEO. E. Intermediate Supervisor - Th e term “Intermediate Supervisor” for the purpose of this Article shall mean the intermediate work supervisor designated by the CEO.

SECTION 2.

A. A grievance may be fi led at the level at which the action or inaction being grieved occurred. B. Failure of a grievant to comply with any of the provisions of this Article shall be deemed to be a waiver of his/her right to seek resolution of the grievance under the terms of this Agreement. In determining whether there has been any such failure to comply with any of the provisions of this Article, time shall be deemed to be of the essence, and any failure of the grievant to comply with any of the time limits prescribed herein shall be deemed to be such failure to comply with the provisions of this Article; provided, however, that the time limits prescribed herein may be extended in any specifi c instance by mutual written agreement of the parties. If the Employer exceeds any time limit prescribed at any step in the grievance procedure, the grievant and/or the Union on behalf of the grievant(s) may assume that the grievance is denied and invoke the next step of the procedure, except, however, that only the Union may request impartial arbitration under step 4. In the event the Union or any employee elects to pursue any matter covered by this Agreement in any other forum the Employer shall have no obligation to process or continue to process any grievance or arbitration proceedings pursuant to this Article or Article 28 herein.

90

However, in the event the Union or an employee fi les a complaint before EEOC, MCAD, or MLRC and a grievance has been fi led on the same matter, said grievance will be put in abeyance pending outcome of the complaint. If the Employer prevails in the above forum(s), the grievance shall be processed accordingly. If the Union or the employee prevails, the grievance shall be deemed withdrawn. C. Any member of the unit may initiate and pursue a grievance through the steps of the grievance procedure without intervention by any agent of the exclusive representative; provided, however, that the Union representative and/or steward, whichever is appropriate, shall be notifi ed of grievances fi led by an employee on his/her own behalf and shall be aff orded the opportunity to be present at any step of the grievance procedure and that any adjustment made shall not be inconsistent with the terms of this Agreement. Any employee may request that the Union represent him/her at any step of the grievance procedure. No other representation shall be permitted. Th e Union shall notify the immediate supervisor, the department head, the CEO, and the Chancellor, as the case may require, of the name and the business address of such Union representative at the time s/he is so authorized to represent the grievant. Reasonable substitution of Union representation is not to be considered a breach of this notice requirement. D. A grievance may be withdrawn at any level. E. No reprisals of any kind shall be taken by either party to this Agreement against any unit member(s) initiating or participating in grievance. F. Collateral Consequences of a Grievance - Th e fact that a grievance is alleged by a member of the bargaining unit, regardless of the ultimate disposition thereof, shall not be recorded in the offi cial personnel fi le of such member; nor shall such fact be used in making any recommendation for the job placement of such member; nor shall such member or any other member(s) who participate in any way in the grievance procedure be subjected to any action by the CEO whether disciplinary or otherwise, for having processed such grievance; provided, however, that nothing herein contained shall derogate from the right of the CEO to take any action that might be authorized or required to be taken to give eff ect to the resolution of any grievance.

SECTION 3. PROCEDURE FOR FILING OF A GRIEVANCE

A. Step 1: Informal - Immediate Supervisor and/or Department Head. A grievant shall institute the grievance procedure of this Article by fi ling with his/her immediate supervisor and/or department head during the term of this Agreement a written notice that a grievance exists. Such notice need not be in the form of a grievance, as defi ned above. Said notice need only state that the grievant seeks a resolution of a grievance. No such notice may be fi led more than ten (10) days from the date of the occurrence of the event or the date on which the unit member had reasonable knowledge of the event or conditions upon which the grievance is based. Th e immediate supervisor and/or department head shall meet or arrange to meet within three (3) days with the grievant and attempt to resolve the grievance. If within three (3) days aft er such meeting, the grievant and immediate supervisor

91

and/or department head have failed to agree upon a resolution of the grievance the grievant may elect to proceed to the next level. A grievance, involving the termination of an employee, shall be fi led in the fi rst instance at step 3 of this Agreement which is the step involving the CEO of the campus or designee. D. Step 2: Intermediate Supervisor - Department Head and/or Personnel Offi cer If the grievant elects to proceed to this step, then within fi ve (5) days aft er the expiration of the fi nal time period provided for in step 1, s/he shall fi le a grievance with the department head, and/or the personnel offi cer or designee. Th e department head, and/or the personnel offi cer or designee shall meet or arrange to meet with the grievant(s) within fi ve (5) days to resolve the grievance (such arranged date not to delay the meeting more than fourteen (14) days) and shall respond in writing within ten (10) days from the date of the meeting. C. Step 3: Chief Executive Offi cer of the Campus or Designee If the grievant elects to proceed to this step, then within seven (7) days of receipt of the step 2 decision, s/he shall send a notice of his/her appeal to the CEO. Th e CEO shall meet or arrange to meet within fi ve (5) days with the grievant for review of the grievance (such arranged date not to delay the meeting more than fourteen (14) days). Th e grievant may request of the CEO the presence and participation of those individuals who have knowledge relevant to the grievance. If the CEO agrees, such individuals shall be authorized to attend the hearing. Such requests shall not be unreasonably denied. Th e CEO shall render a written decision within ten (10) days of the date of the meeting. Although new violations may be identifi ed at this level, no further issues or contract violations may be added subsequent to the close of the hearing at step 3. D. Step 4. Mediation and Arbitration. Within forty (40) days of receipt of the step 3 decision, arbitration of a grievance may be initiated. Once the arbitration request has been made, if the parties agree, a mediation and conciliation process shall be used as a way to resolve the grievance. A grievance mediator shall be requested from the Massachusetts Board of Conciliation & Arbitration or the parties may agree on a neutral of their own choosing. If a resolution of any grievance is achieved through the mediation process, the terms of the resolution shall be reduced to writing and signed by both parties. If aft er sixty (60) days from the request for grievance mediation the matter is not settled, the matter shall be referred to Arbitration. All statements, documents communications and correspondence exchanged or made during or concerning grievance mediation shall not be admissible at Arbitration. In all mediation proceedings, mediator’s fees and expenses shall be paid fi ft y percent (50%) by the Union and fi ft y percent (50%) by the Employer. Th e Union maintains the right to proceed to arbitration. Arbitration of a grievance may be initiated subject to and in accordance with the following provisions: 1. Th e Union shall have the exclusive right to initiate arbitration of a grievance; the resolution of which heretofore has been sought by a member or members of the bargaining unit. Th e decision or award of the arbitrator shall be fi nal and binding upon the Union, the grievant(s) and the Employer in accordance with the applicable provisions of state law.

92

Th e Union may initiate arbitration of a grievance only if the resolution of the grievance has been sought through all applicable steps of the grievance procedure and only if submission of the grievance to arbitration has been duly authorized by the Union. Th e Union shall give written notice to the University President and the CEO or designee that it intends to submit a grievance to arbitration. 3. Th e Union and the Employer shall select an arbitrator from the following panel: Tammy Brynie, Timothy Bucklew, Joan Dolan, Paul Dorr Ann Gosline, William Hayward, Nancy Peace and Gary Wooters. Th ey shall be selected by rotating turns. If the arbitrator next in line is not available, the next available shall be selected. 4. Th e arbitrator shall convene a hearing giving due regard to the necessity of the parties for time to prepare and the availability of witnesses, if any. Th e arbitrator shall give at least ten (10) days notice to the parties prior to the scheduled hearing date. 5. Th e Union and Employer shall have the right to be represented by counsel at any hearing convened by the arbitrator, pursuant to the provisions of this Article. All proceedings before the arbitrator, including his/her jurisdiction to inquire into any issue presented by the complaint and his/her authority to render an award, shall be governed solely by the provisions of this Article. 6. Decision of the Arbitrator Within thirty (30) days aft er the conclusion of the hearing, the arbitrator shall determine: a. Whether the Union and such employee or group of employees, where an employee or group of employees sought resolution of the grievance through the applicable steps of this Article, has complied with the procedures for initiating and pursuing a grievance as set forth in this Article; b. Whether the complaint alleges an express breach of the contract; c. Whether the arbitrator has jurisdiction to arbitrate; and d. Whether an express provision of this Agreement has been violated in its application to the grievant. Th e arbitrator shall render a decision in writing, shall state the reasons therefore, and shall promptly provide copies of the decision to the parties to the arbitration proceeding. Anything herein contained to the contrary notwithstanding, in making a decision, the arbitrator shall apply the express provision of this Agreement and shall not alter, amend or extend, or revise any term or condition hereof. Th e decision of the arbitrator shall be fi nal and binding on all parties to the arbitration proceeding and shall be enforceable in any court of competent jurisdiction.

7. Costs of Arbitration In all arbitration proceedings, the arbitrator’s fees and expenses shall be paid fi ft y percent (50%) by the Union and fi ft y percent (50%) by the Employer.

93

SECTION 4 APPLICATION

Th e parties hereby agree that the provisions of Section 53 of Chapter 30 of the General Laws are, in their entirety, hereby rendered of no force and eff ect in their application to members of the bargaining unit.

SECTION 5. ADMISSION & GROUNDS OF APPEAL

A. Admission - Th e resolution of a grievance by the immediate supervisor, the department head, the CEO, the Chancellor, or any of their designees, as the case may be, shall not be deemed to be an admission by the Employer that the grievance has, for any other purpose or proceeding, standing as a grievance or constitutes an admission of any violation or breach of the terms of this Agreement, or is cognizable or justiciable according to any applicable provisions of the laws of the Commonwealth. B. Grounds of Appeal - Th e Employer and the Union shall have the right to appeal any fi nal decision of the arbitrator pursuant to the provisions of Chapter 150E, Section eight, and Chapter 150C, Sections ten, eleven, and twelve of the General Laws.

SECTION 6.

In addition to its right to be present at all grievance steps, the Union shall receive a concurrent notice of all grievance hearings and decisions at step 2 and above.

94

ARTICLE 31

PERSONNEL FILES

SECTION 1.

A. An employee shall have the right to inspect his/her personnel fi le during regular business hours, upon request and when necessary, by appointment, and shall have a right to a copy at his/her expense. Th e Union, or a representative thereof, shall have access to an employee’s personnel fi le upon prior written authorization of such employee. B. Th ere shall be only one (1) offi cial personnel fi le for the employee, maintained at the campus Division of Human Resources, currently located in Whitmore Administration Building. C. Unit members shall not be charged for a reasonable number of copies of material within their personnel fi le.

SECTION 2.

Whenever any substantive materials are inserted into the personnel fi le or records of an employee, such employee shall be given a copy of such material.

SECTION 3.

A. Th e employee may challenge the accuracy or propriety of such material by fi ling a written statement of the challenge in the personnel fi le. B. Grievances relative to materials in the personnel fi le shall be limited to those materials, which result in a negative action. Upon determination at any step of the grievance procedure that such material, or portion thereof, is either inaccurate or improperly placed in such employee’s personnel records, such inaccurate material, or portion thereof shall be removed from the fi le, together with any of the employee’s statements related thereto.

SECTION 4.

Upon request of the employee, negative material shall be removed from the employee’s personnel fi le unless the Labor Relations Administrator determines it shall not be removed. In making a decision as to whether material will be removed, the Administrator shall consider the time which has elapsed since the material was placed in the employee’s fi le, the employment record of that employee, and the importance of the material to maintaining necessary information about an employee’s University service. Th e decision, of the Labor Relations Administrator as to whether material will be removed from the fi le, shall be issued in writing with reasons. In the case of material that is more than three (3) years old, the decision of the Administrator shall be subject to review through the grievance arbitration

95

procedure as to whether the decision to not remove material was arbitrary and capricious. Th e parties agree to use an expedited process with the Board of Conciliation and Arbitration for those decisions by the Administrator that are challenged by the Union in arbitration pursuant to this section. Th e parties recognize that letters of suspension are considered negative material under the terms of this section.

SECTION 5.

Whenever any individual(s) inspects the personnel fi le of a unit member, except those who do so in the regular course of business, the date and name of the individual(s) shall be noted in the fi le.

96

ARTICLE 32

EVALUATION OF EMPLOYEES

SECTION 1.

Performance evaluations are designed to serve the needs of both the employee and Employer. An organized program for employee performance evaluation will: A. Improve employee satisfaction and potentially reduce employee absenteeism, turnover, and grievance; B. Serve as an important motivational tool and improve the quality of job performance; C. Enhance the ability to achieve Affi rmative Action goals through improved supervisor- employee communications; D. Base personnel actions on objective, accurate, and fair performance appraisals; E. Monitor the performance of probationary employees on a timely basis. Performance evaluation is the review and rating of all factors relevant to an employee’s eff ectiveness on the job. It involves observation, guidance, training, and open communication between the employee and supervisor. For it to be of signifi cant benefi t to both the individual employee and the Employer, it should be a continuous process. Performance evaluation should be seen primarily as a developmental tool. Its purpose is to assess an employee’s job related strengths and weaknesses and develops his/her competence to the fullest. In a correctly executed evaluation, the supervisor and the employee work together to fi nd the means by which the employee’s ability can be strengthened and directed.

SECTION 2.

Performance evaluation of an employee shall be made annually by the supervisor within sixty (60) days prior to the anniversary date of initial hire or appointment to present position with the exception of a probationary employee, who shall be evaluated at completion of the fi rst three (3) months of probationary service and within one month prior to the completion of the probationary period. Such evaluation will be recorded in writing on the form attached hereto, and shall be made on the basis of the following criteria: A. Quality and quantity of work; B. Work habits; C. Work attitudes; D. Working relationships with others; E. Supervisory ability (if employee supervises others).

SECTION 3.

A. To the extent practicable, an employee who may be nearing a “Does Not Meet Standards” rating shall be counseled by his/her supervisor at least three (3) months in advance of the fi nal stage of the evaluation as to the specifi c areas that must be improved and what s/he must do to attain a “Meets Standards” rating.

97

B. Each employee shall receive a written copy of his/her evaluation and shall be entitled to discuss the evaluation with his/her immediate supervisor and, if requested, with the supervisor of the next higher level than the immediate supervisor who has been assigned to review the performance evaluation. For the purpose of this Article, the term immediate supervisor shall mean an individual who is outside of the bargaining unit. C. Upon receipt of a “Does Not Meet Standards” evaluation, the employee shall receive a remedial plan on how to reach a “Meets Standard” rating.

SECTION 4. EVALUATION APPEAL PROCESS

A. If a “Does Not Meet Standards” rating is received, the employee has the following choices: 1. a one (1) - time appeal option to a Tripartite Evaluation Appeal Panel (either before or aft er the re-evaluation period) or 2. a ninety (90) day re-evaluation period. B. An appeal of the original evaluation shall be initiated at the President’s level within twenty-one (21) days. Appeals shall be held by a tripartite panel consisting of one (1) person designated by the Union, one (1) person designated by the Employer, and one (1) mutually agreed upon neutral third party. Prior to the implementation of this section, the Union and Management will meet and agree on a list of “third party neutrals”. 1. Th e standard of review to be applied by the panel shall be solely limited to whether or not the fi nal performance rating of “Does Not Meet Standards” was justifi ed. 2. Th e decision of the tripartite panel shall be fi nal and binding. 3. Any employee having a “Does Not Meet Standards” rating overturned shall be made whole in as prompt a manner as possible. 4. Any decision in favor of the employee will be eff ective from the month of the appeal forward. C. Th e re-evaluation period shall be ninety (90) days in length. An employee shall have his/her re-evaluation done at the end of the ninety (90) day period to determine if a “Meets Standards” rating has been achieved. 1. If an employee receives a “Meets Standards” evaluation during the re-evaluation process, s/he shall be eligible for the denied step and/or salary increase eff ective from the date of receiving the “Meets Standards” rating. 2. At the end of the re-evaluation period, an employee who continues to receive a “Does Not Meet Standards” rating shall be able to make a one-time appeal of the re-evaluation rating to the tripartite panel. Th is appeal must be fi led at the President’s level within ten (10) days of the re-evaluation. Such appeal may not be fi led if the employee has already fi led an appeal at the time of the original “Does Not Meet Standards” review. D. Whether or not an employee receives a “Does Not Meet Standards” rating during the re-evaluation process, his/her anniversary date for step purposes shall not be retarded. E. Job duties and performance criteria shall be observable and measurable to the extent practicable.

98

SECTION 5.

Any evaluation so retained in respect of any employee may be reviewed by such employee in the offi ce of the personnel offi cer at any reasonable time upon prior written notice. Such employee shall have the right to fi le a written statement in response to any such evaluation.

SECTION 6.

A. An employee may not grieve the substance of his/her evaluation, except where such evaluation results in a negative action. B. Employees may grieve the evaluation procedure, as set out in the preceding sections of this Article, to step three (3) of the grievance procedure.

SECTION 7.

Th e implementation of Section 3, sub-sections A and C, and Section 4 of this article shall be subject to guidelines developed by a campus labor-management committee.

SECTION 8.

Supervisors and managers shall not use performance evaluations to threaten or coerce employees in any manner. Th ere shall be no predetermined formula or ratio used to establish the number of “Does Not Meet Standards” ratings.

99

ARTICLE 33

LABOR/MANAGEMENT COMMITTEE Th ere shall be established a committee to be known as the Labor/Management committee. Such committee shall be comprised of no more than twelve (12) members: six (6) representing the Employer and six (6) representing the local Union. Such representatives shall be appointed respectively by the CEO and the Union. In addition, the CEO shall designate the chairperson for campus administration and the Union shall designate the chairperson for the Union. Th e purpose of said committee shall be to discuss matters of mutual concern to the Employer and the Union. Th ere shall be four (4) meetings per year, unless mutually agreed otherwise, with the position of chairperson alternating between the campus administration and the Union. Both parties may submit items for the agenda to the chairperson at least two (2) weeks in advance of any scheduled committee meetings. Th e agenda shall be distributed one (1) week in advance of any scheduled committee meetings. It is understood that said committee shall not discuss pending grievances and shall have no power to negotiate, alter, or amend the terms of this Agreement.

100

ARTICLE 34

NO STRIKE/NO LOCKOUTS

SECTION 1.

Neither the Union nor any employee shall engage in, induce, support, encourage, or condone a strike, work stoppage, slowdown, or withholding of services of employees.

SECTION 2.

Th e Union shall exert its best eff orts to prevent any violation of section 1 of this Article and, if such action does occur, to exert its best eff orts to terminate it.

SECTION 3.

Th e Employer agrees not to engage in the lockout of unit employees.

101

ARTICLE 35

COST ITEMS AND APPROPRIATION BY THE

GENERAL COURT

SECTION 1.

Th e cost items contained in this Agreement are specifi cally subjected to additional, complete and identifi able appropriation by the General Court and shall not become eff ective unless the appropriation necessary to fully fund such cost items has been enacted in accordance with Massachusetts General Laws, chapter 150E, section 7 and allocated by the Governor to the University of Massachusetts, in which case the cost items shall be eff ective on the dates provided in this Agreement.

SECTION 2.

All employees shall receive the benefi t of the cost items of this Agreement in the cases where those cost items are eff ective for state-funded employees. In the case of institute, grant, or contract employees, support funds must be available in the specifi c institute, grant, or contract budget for the fi scal year in which payment must be made.

SECTION 3.

Th e University shall make a request for the funding of this Agreement as required by Massachusetts General Laws, Chapter 150E, Section 7. In the event that the additional, specifi c, complete, and identifi able funding in each year of this agreement is not fully provided, the remaining cost items shall be returned to the parties for further bargaining. Any disputes involving this Article shall be subject to binding arbitration.

102

ARTICLE 36

SAVINGS CLAUSE

If any of the provisions of this Agreement shall in any manner confl ict with, or contravene any federal or state law, or the rules and regulations promulgated there under, such provisions shall be considered null and void and shall not be binding on the parties hereto; in such event, the remaining provisions of this Agreement shall remain in full force and eff ect and the Employer agrees to reopen negotiations on said issue(s). Th e provisions of this Article notwithstanding, the parties may, by mutual agreement, upon the request of one or both parties reopen negotiations on the provisions of this Agreement prior to the expiration date as provided in Article 36.

103

ARTICLE 37

DURATION

Th is Agreement shall be for the two (2) year period from July 1, 2012 to June 30, 2014 and terms contained herein shall become eff ective on the date of its execution by the parties, unless otherwise specifi ed. At the written request of either party, negotiations for a subsequent agreement will be commenced on or aft er March 1, 2014. Th is Agreement will remain in full force and eff ect until a new Agreement is executed or an impasse in negotiations is reached. Nothing herein shall derogate from the legal rights and duties of the respective parties relative to matters that impact mandatory subjects of collective bargaining.

In witness of these terms and conditions the duly authorized representatives of the parties affi x their signatures below:

For the University: For AFSCME, Local 1776:

______________________________ ______________________________ Robert L. Caret Frank MoroneyPresident Executive DirectorUniversity of Massachusetts AFSCME, Council 93, AFL-CIO Date

Don Teres Joseph Malinowski, President Labor Relations Specialist AFSCME, Local 1776 Kevin A. Wissmann Randy Boivin, Treasurer AFSCME, Local 1776 _

Shara N. Denson James Wysocki

Edward P. Mone Allen G. Beaulieu

Mark Kucinski John Hawley

Pam Monn

104

_________________________ ______________________________Karen DeSalvio Mark Grabiec

_________________________ _______________________________ Margaret March Patricia Dushane

_________________________ _______________________________ Yvonne Campbell

______________________________ Martha Fila AFSCME Council 93 Higher Education Staff Representative

______________________________ Gordon Blaquiere AFSCME Council 93 Higher Education Coordinator

105

SUPPLEMENTAL AGREEMENT A

REGARDING

VACATIONS FOR EMPLOYEES

WITH LESS THAN

52 WEEKS GUARANTEED EMPLOYMENT

Employees in positions with less than fi ft y-two (52) weeks guaranteed employment and/or subject to periodic layoff , shall accrue creditable service in such months in which they are laid off in excess of two (2) working days based on the cumulative total of days worked in such month. Holidays, approved sick leave, paid personal leave, vacation leave, and compensatory days shall be counted as days worked. Each twenty (20) days worked in such months shall be counted as creditable service for vacation purposes. Appropriate vacation shall be credited to said employee at the end of each payroll month of employment. Leave without pay of two (2) days in any payroll month shall result in the loss of accrual for the month in accordance with Article 13 (Vacations).

106

SUPPLEMENTAL AGREEMENT B

CAMPUS SECURITY

Th e parties agree to the following for all Campus Security Personnel employed within the bargaining unit.

SECTION 1.

Th e provisions of Article 10, Section 5 (Call Back) shall be applicable to Campus Security Personnel required to appear in court.

SECTION 2.

Eff ective July 1, 2001, Campus Security employees will be allowed a clothing and equipment allowance not to exceed six hundred dollars ($600) per person. Eff ective July 7, 2002, Campus Security employees will be allowed a clothing and equipment allowance not to exceed Six Hundred Twenty-Five Dollars ($625) per person. Eff ective July 6, 2003, Campus Security employees will be allowed a clothing and equipment allowance not to exceed Six Hundred Fift y Dollars ($650) per person. One Hundred Dollars ($100) of the above sums each year shall be used for footwear. Th e above allowances shall be for the purpose of purchasing clothing and equipment required by the campus. Th e provision of this section shall not apply to the purchase of handguns. Payment shall be to a designated vendor or to the employee upon presentation of proper receipts from a designated vendor.

SECTION 3.

A. Employees, hired or promoted into Campus Security positions which require the successful completion of a job related training program, and who have entered such training program prior to the end of his/her probationary/trial period as established in Article 28, Section 1 or Article 19, Section 4, shall be covered by the following provisions: 1. Th e probationary/trial period, as established in Article 28, Section 1 or Article 19, Section 4, shall continue until the completion of the designated training programs or the time limits established above, whichever is greater. 2. For employees who fail to successfully complete the designated training program, the CEO shall have fi ve (5) working days to make a determination regarding the employee’s status in accordance with Article 28 or Article 19. B. Within thirty (30) days following the ratifi cation of this Agreement, the CEO, shall discuss with the appropriate Union offi cial, the type of training required for new Campus Security Personnel. Prior to a change in the type of training required or where the Employer is instituting a required program, the CEO or designee shall notify the appropriate Union offi cial. C. Individuals hired or promoted into Campus Security Personnel positions shall be notifi ed, prior to the date of hire/promotion, of the type of training required. For

107

Campus Police Offi cer positions, the position posting for the vacant position shall indicate the type of training required by the Employer and the possible consequence of the failure to complete such training.

SECTION 4.

Any provision of the Agreement to the contrary notwithstanding, parties agree that any employee who is hired or promoted into a Campus Security position, and who is enrolled at the expense of the Employer in a job related training program shall, as a condition of employment, return to the service of the College for a period of service as set forth below for each month or portion thereof that the employee was enrolled in such job related training program. In default of the completion of such service, s/he will refund to the Employer an amount equal to such proportion of the salary received by him/her while enrolled in such job related training program as the amount of service not actually rendered bears to the entire amount of service agreed to be rendered. Th e period of service to be rendered by the employee enrolled in such a job related training program shall be as follows: A. For a training program of eight (8) weeks duration or less there is no obligation for continued service to the University. B. For a training program of greater than eight (8) weeks duration but of less time than the training program for Municipal Police Offi cers conducted by the Massachusetts Criminal Justice Training Council or equivalent sponsoring agency, an obligation of Th ree Th ousand Dollars ($3,000) or eighteen (18) months of service to the University from the date of graduation from such training is required. C. For a training program equivalent to that required for a Municipal Police Offi cer and conducted by the Massachusetts Criminal Justice Training Council or equivalent sponsoring agency, an obligation of Four Th ousand Dollars ($4,000) or thirty-six (36) months of service to the University from the date of graduation from such training is required.

SECTION 5.

All training, required by state law or by the Employer, shall be at the full expense of the Employer. When the employee is required to attend training on a day on which s/he is not otherwise scheduled to work, said employee shall be compensated at the rate of time and one-half (1 ½) of his/her regular rate of pay for such training.

SECTION 6.

With respect to Article 26, Safety Procedures, the parties further agree as follows: A. Recognizing the need to maintain a safe environment, the Employer shall make reasonable eff orts to fi ll vacancies in the Campus Security workforce. B. At the request of either party, the Labor/Management committee shall meet to discuss the concerns of the Campus Security Personnel. Th e parties also agree that concerns related to Campus Security shall constitute a standing agenda item of the Campus Labor/Management Committee. At Labor/Management or Safety committee meetings, where Campus Security issues are to be raised, either party may invite a Campus Security employee to attend such meetings.

108

SECTION 7.

A. For the purpose of this section, a detail shall mean a work assignment outside of normal working hours that is paid for by an outside agency or organization which is not an organization or department of the University, or work requested by a department other than the Public Safety Department.B. Employees, who work paid details, shall be compensated at the rate of time and a half (1 1/2) of their regular rate. Employees who work paid details at non-athletic Mullins Center events shall be paid the top step overtime rates plus One Dollar ($1.00). Th ere shall be a minimum of four (4) hours pay for each such paid detail.C. Th e Employer shall require a notice of cancellation of a detail from the requester to the University of at least eight (8) hours prior to the time the detail is scheduled to begin. If the requester fails to notify the University within the above specifi ed limit, any offi cer assigned to that detail shall be entitled to four (4) hours pay at the overtime rate. SECTION 8.

On each August 15 and February 15, respectively, badge numbers will be assigned and reassigned among Unit members holding Campus Security positions according to an individual’s seniority by position title, with the lowest badge number being assigned to the most senior individual and the highest badge number being assigned to the most junior individual.

109

SUPPLEMENTAL AGREEMENT C

REGARDING

SUMMER EMPLOYMENT

FOR

LESS THAN 52-WEEK EMPLOYEES

SECTION 1.

Th e Employer will make a reasonable eff ort to provide summer employment for AFSCME bargaining unit members with less than fi ft y-two (52) weeks guaranteed employment and/or subject to periodic layoff s. Moreover, the parties recognize that in some cases the designation of an employee as a thirty-fi ve (35) or fi ft y two (52) week employee may be overridden in the case of Auxiliary Services by seniority to determine who shall be employed for the summer. Th e Employer will provide less than fi fty-two (52) week employees a two (2) week notice of the start of periods of non-responsibility. Should such notice be untimely, it shall not create any obligation on the part of the University to make any payment or pay any wages to the employee entering the period of non-responsibility.

SECTION 2.

Th e Director of University Dining and Retail Food Services (hereinaft er referred to as Director) or his/her designee, shall annually determine the number of such employees required to meet the customer demand for dining and retail food services for the summer weeks of the employees’ period of non-responsibility. Th ese employees shall be selected on the basis of their campus seniority and shall be permitted to schedule the use of accrued vacation, personal, and compensatory time, except during those periods of time identifi ed by the Director or his/her designee, as periods of time when the customer demand will not permit any vacation. Th e remainder of the unit members shall not be employed in their regular positions by Auxiliary Services. Such employees may use accrued vacation, personal, and compensatory time during this period of non-employment. Th e Employer shall pay its monthly percentage of the rate for the Group Health Insurance Plan. If additional employment is available for brief periods of time during peak periods of customer demand, it will be off ered to such employees, on a campus seniority basis.

SECTION 3.

Annually by the third Monday in April, the Director shall inform the Union in writing of the number of employees in each group, as defi ned below that shall be employed in the upcoming summer. It is understood that not all groups may be utilized each summer. Th e determination of the number of employees needed shall be based on the needs of Dining Services. Employees shall be selected based on campus seniority; provided, that management determines they are able to perform the job and there is adequate staffi ng within each needed classifi cation.

110

SECTION 4. PERIOD OF NON-RESPONSIBILITY FOR ALL EMPLOYEES

All unit employees in Auxiliary Services, employed in Dining and Retail Food Services, may be subject to a possible period of non-responsibility for the period of the Monday following Commencement until the fi rst Monday in June without possibility of reinstatement in their regular jobs for that period. A number of employees, if any, annually determined by the Director, based upon campus seniority, which elect to work, may be retained during the period of non-responsibility to clean the Dining Halls. A number of such employees annually determined by the Director shall be assigned to clean each hall. Employees shall be assigned to clean the Dining Hall to which they are regularly assigned. However, if there are less than one quarter (1/4) of the determined number from any given dining hall, employees from one (1) hall among the designated number of senior employees that are above the number determined above, shall be assigned to that hall by inverse seniority. During the period of non-responsibility, employees may use accrued vacation, personal and compensatory time. Management may, at its sole discretion, recall certain employees for training during that week. However, any employees, needed to perform work ancillary to the training, shall be called back on the basis of their seniority within the building where the training is being conducted. Th e Union shall be informed of who attends training, when the training occurred and what the training concerned. Anyone eligible for a group, based upon seniority, may elect to become part of any group described later in the agreement. Such election must be made no later than one (1) week aft er the employee receives notifi cation of the group to which they belong and may not be revoked without permission of the Director.

Group 1 A number of employees in Dining and Retail Food Services, to be annually determined by the Director, shall return to work on the fi rst Sunday in June and be employed for the entire summer excluding the above-mentioned week. Th ey shall be selected based on campus seniority provided that management determines they are able to perform the job and there is adequate staffi ng within each needed classifi cation Th e unit employees, who work for the entire summer, shall be paid at their current classifi cation and grade even if they are assigned to work in a lower classifi cation. During peak business periods, employees assigned to lower classifi cations may be assigned to work in their regular titles. Management shall determine the number of employees needed in each classifi cation. Employees shall work and be compensated in accordance with Article 22 of the Collective Bargaining Agreement. Management will make functional assignments pursuant to Article 10, Section 2. Employees may use accrued vacation time, but must schedule their vacations by the fi rst Monday in May. Vacation time shall be awarded on the basis of campus seniority. No vacations may be taken the last two (2) weeks of August. Once vacation time is authorized, it may not be changed unless authorized by the Director.

111

Group 2 A number of positions in Dining and Retail Food Services, to be annually determined by the Director, shall be available for eligible employees for a callback period from fourth Sunday in June, until the end of the summer. Employees may use accrued vacation time, but must schedule their vacations by the fi rst Monday in May. No vacations may be taken the last two (2) weeks of August. Vacation time shall be awarded on the basis of campus seniority. Once vacation time is authorized, it may not be changed, unless authorized by the Director. During the callback period, said employees shall be paid at their current classifi cation and grade even if they are assigned to work in a lower classifi cation. During peak business periods, employees assigned to lower classifi cations may be assigned to work in their regular titles. Management shall determine the number of employees needed in each classifi cation. Employees shall work and be compensated in accordance with Article 22 of the Collective Bargaining Agreement. Management will make functional assignments pursuant to Article 10, Section 2.

Group 3 A number of employees in Dining and Retail Food Services, annually determined by the Director and selected on the basis of seniority as long as such seniority provides adequate staffi ng within needed classifi cations, shall be subject to a period of non-responsibility for the summer without possibility of re-employment in their regular jobs except for a callback period from the fourth Monday in June through the third Saturday in July. Employees shall accrue one (1) months’ vacation and sick leave credits during this period, but will not be permitted to use previously accrued vacation, personal, or compensatory time leave credits during this period of employment. Employees may use up to three (3) sick days during this period of employment; such usage must be supported by a physician’s note. During the callback period, said employees shall be paid at their current classifi cation and grade, even if they are assigned to work in a lower classifi cation. During peak business periods, employees assigned to lower classifi cations may be assigned to work in their regular titles. Management shall determine the number of employees needed in each classifi cation. Employees shall work and be compensated in accordance with Article 22 of the Collective Bargaining Agreement. Management will make functional assignments pursuant to Article 10, Section 2.

Group 4 By the third Friday in April, employees shall be informed whether their seniority makes them eligible for Groups 1, 2 or 3. Employees whose seniority does not qualify them for jobs in Group 1 or 2 or who, although eligible for Group 1, 2 or 3, so elect within one (1) week aft er group membership is announced, will be able to apply for the following positions in Dining and Retail Food Services or other University departments where jobs may be made available. Employees shall be selected for positions, on the basis of campus seniority, if management determines they have the ability to do the job. Once employees have chosen a job, they shall not be able to bump into another position. Th e following positions shall be available:

112

Annually, the Director shall determine a number of part-time (minimum twenty (20) hours per week) temporary jobs in Dining and Retail Food Services for a callback period beginning the fi rst Sunday in June. During the callback period, said employees shall be paid at their current classifi cation and grade even if they are assigned to work in a lower classifi cation. Th e twenty (20) hours shall be scheduled as straight time unless the employee requests a split shift . Employees, who are hired into the above described temporary jobs, shall not accrue vacation or sick leave credits and will not be permitted to use previously accrued vacation, sick, personal or compensatory time leave credits during their employment except, each may use one (1) week (fi ve (5) consecutive days) of accrued vacations and may use up to three (3) sick days, supported by a physician’s note. Bereavement leave may be used in accordance with Article 11, Section 3. If management determines that the employee can be spared, s/he will not be scheduled to work on the Saturday and Sunday preceding and following the vacation. Selection of the vacation week shall be by seniority to be scheduled by the fi rst Monday in May. Annually, by the third Monday in April, the Director of Housing Services, the Director of the Physical Plant or any other University Department that wishes to participate in hiring Dining and Retail Food Services employees for the summer shall determine if any full-time temporary positions are available. Positions identifi ed shall be paid at grade 5, step 10. An interview shall be conducted. Said positions shall begin on the last Monday in May and end on the fi rst Saturday in September. Said employees shall accrue vacation and sick leave. Employees may use up to three (3) vacation days and three (3) sick days during the period. Bereavement leave may be used in accordance with Article 11, Section 3. Vacation must be requested in writing at least one (1) week in advance and approved by the supervisor. Illness must be verifi ed by a physician’s note in order for sick time to be used. Personal or compensatory time leave credits may not be used. Such employees may take vacation (using accrued leave), at their regular rate of pay, at the end of their commitment to the position in a department outside of Dining and Retail Food Services during the two (2) weeks from the third Monday in August through the fi rst Monday in September. Such vacation must be scheduled prior to the fi rst Monday in August with the Auxiliary Services Human Resources Offi ce. If an employee elects to take vacation during this period, s/he shall be returned to his/her regular position in Dining or Retail Food Services eff ective on the fi rst day of the vacation.

Period of Non-Responsibility Th e remaining employees in Auxiliary Services employed in Dining or Retail Food Services shall be subject to a period of non-responsibility for the period of the date of last service described above without possibility of reinstatement in their regular jobs. During the period of non-responsibility, retirement, sick leave, vacation credit, and time accruals for step increases shall not accrue. Th e Employer shall pay its monthly percentage of the rate for the Group Health Insurance Plan.

113

Other Conditions Th e day aft er Th anksgiving shall be deemed a period of non-responsibility. Th e probationary period shall not run during the period of summer employment or non-responsibility, but shall be extended by that period. However, should the employees be hired by the University during the period of non-responsibility, any disciplinary action imposed during that period shall become part of the employee’s personnel record. Employees may be disciplined and discharged and in more serious instances may lose all University employment provided such discipline, discharge and loss of University employment is for just cause as described in Article 28 of the Collective Bargaining Agreement. Likewise, any commendations for good performance during that period shall become part of the employee’s record. All employees shall return to their regular positions on the last Th ursday in August except those in jobs in departments outside of Dining and Retail Food Services who shall return on the fi rst Sunday in September. Th ey shall receive full accruals of sick and vacation leave for the payroll month of September. Th e Union will be supplied with copies of summer vacation requests including vacation times granted. A full-time thirty-fi ve (35) week employee shall be guaranteed at least one hundred seventy-fi ve (175) days of responsibility on which they can report for work. Part-time employees shall receive a prorated number of possible days for work during their period of responsibility.

114

SUPPLEMENTAL AGREEMENT D

REGARDING

TEMPORARY EMPLOYEES Th e Union and the Employer agree to meet as soon as possible to bargain an agreement covering the hiring of temporary bargaining unit employees.

115

Side Letters for the 2009-2012 Bargaining Agreement

Side Letter 1 – Parking

Th e Employer and the Union agree to enter multi-union negotiations concerning raising parking rates as soon as this Agreement is ratifi ed. If no multi-union negotiations take place, the Union will meet with management to discuss this matter. If on May 1, 1999, no agreement has been reached, the Employer may implement its proposal on the table at that time. Th e Union agrees such implementation shall not be challenged either through a grievance or through the fi ling of an unfair labor practice of other administrative or legal proceeding objecting to this implementation.

Side Letter 2 – Picture Identifi cation Badges

Th e Union acknowledges that Management may require employees to wear picture identifi cation badges while on duty. Such badges shall be of a type determined by management. Moreover, the Employer may establish such identifi cation, access or other security systems or protocols, as it deems necessary. Management and the Union agree that such implementation shall occur upon completion of Impact Bargaining, which shall be commenced by a request in writing to the Union from the Employer.

Side Letter 3 – Essential Employee List

Th e Employer agrees within ninety (90) days of execution of this Agreement to update the list of essential employees for purposes of inclement weather reporting.

Side Letter 4 – Stand By

Eff ective with the signing of this contract, the Employer agrees to increase the current stand by pay by fi ve dollars ($5.00) for each stand by period.

Side Letter 5 – Applicability of Article 10, Section 15 Th e parties agree that only bargaining unit members employed between July 1, 1980, and June 30, 1984 are covered by Article 10, Section 15.

Side Letter 6 – Agreements with Campus Security

Should the Public Safety Department change the Uniforms worn by Campus Security, it shall consult with the Union.

Side Letter 7 – New Administrative Computing System

Th e parties acknowledge that the University will be implementing a new administrative computer system, which includes Financial Reporting, Student Information Systems (SIS), Human Resources Information and Payroll Systems. Th e University and the Union will establish a special Labor-Management committee made up of an equal number of Union representatives and Management representatives. Th is committee shall be the sole forum

116

for the parties to discuss any issues of impact to the bargaining unit (such as conversion to a biweekly payroll system and/or mandatory direct deposit) which may arise from this implementation. Mitigating potential hardship to employees from such changes shall be a specifi c subject of such discussions.

Side Letter 8 – Physical Plant Committee

Th e parties recognize that maximizing the productivity of employees in the Physical Plant is the most eff ective way to assure continued employment of bargaining unit members and best serves the interest of the University and taxpayers. To this end, mutually and in good faith, the parties commit themselves to look broadly at impediments to maximizing productivity at the Physical Plant and to seek to make changes that reduce such bars and impediments which include looking at work practices and organizational issues. Within sixty (60) days of the signing of this Agreement, there shall be a Labor-Management committee on productivity convened. Th e purpose of that committee shall be to look at work practices and organizational issues in the Physical Plant that impedes productivity. Th e committee shall consist of members appointed by the Union and members appointed by the Director of Physical Plant, the numbers of which shall be determined by the parties.

Side Letter 9 – Discussion of Potential New Classifi cation System

During the life of this agreement the Union shall, on twenty (20) days notice, make available a delegation of up to fi ve (5) members to meet with the University concerning discussion of and potential implementation of a new classifi cation system. If at any time, M.G.L. Chapter 75 is amended to remove employees in the bargaining unit from the statutory obligation to be classifi ed under the classifi cations created and administered by the Commonwealth’s Division of Human Resources this committee will meet and will be the exclusive forum to discuss the impact of and bargain the mandatory issues in implementing a new classifi cation system. Th e Union agrees to enter bargaining as described above to implement, as quickly as feasible, a new classifi cation plan, should such legislative or regulatory plan be put into eff ect. Furthermore, if the University notifi es the Union, such discussion may commence prior to any legislative action.

Side Letter 10 – Possible Essential Functions Review

During the life of this agreement, the Union acknowledges and agrees that an essential functions review of unit positions may occur. Th e Union shall be given advance notice of such review and a joint labor-management committee, created of three (3) members from each party to the agreement, serves as the sole forum to refer issues and concerns raised by unit members about such review. Th e University agrees to meet all legal bargaining requirements, as it is made aware of them, and agrees it has such an obligation concerning the process.

Side Letter 11 – Designated Uniforms

When a department which does not currently provide and require employees to wear a designated uniform or when a department which does provide and require the wearing of a designated uniform, decides to noticeably change the uniform, the following process

117

shall be followed. Th e department shall give written notice to the Union of the contemplated action at least thirty (30) days before taking any action which fi nally determines the choice of uniform. Th e Union shall nominate a committee of not less than three (3) or more than six (6) bargaining unit members to provide suggestions and feedback to the department on the appearance, material and feasibility of working in such uniforms.

Side Letter 12 – Annual Review Instruments

Within ninety (90) days of the signing of this agreement, the Union and the University shall each provide four (4) members to serve on a joint labor management committee. Th e purpose of this committee shall be to revise and replace the existing annual review instruments with an annual review process which includes a three hundred sixty (360) degree feedback mechanism. Th e committee shall act only by majority vote and shall submit its proposals for approval by the administration and ratifi cation by the Union as soon as feasible.

Side Letter 13

Employees, whose job description/Form 30 (exclusive of those employees required to possess a CDL and/or specifi c endorsement as a minimum qualifi cations of their position), requires a specifi c driving license or who uses a University owned vehicle(s), shall notify the employer immediately if license circumstances change.

Side Letter 14

Th e University and the Union agree to establish a Labor-Management Committee, within ninety (90) days of the full execution of this Agreement, for the purpose of developing testing resources for AFSCME employees. Th e committee will be comprised of three (3) members of the bargaining unit appointed by the Union and three (3) members appointed by Management.

For the Employer: For the Union:

________________________________ _______________________________

________________________________ _______________________________

________________________________ _______________________________

________________________________ _______________________________

________________________________ _______________________________

118

Side Letter 15 - Leave

Th ere shall be created a joint labor-management committee with the authority to research, design and bargain one or more employer sponsored systems to replace the current sick-leave system for bargaining unit members. Th e joint committee will be comprised of three (3) members of the bargaining unit appointed by the Union and three (3) members appointed by Management. For the duration of the agreement, there shall be a 120 day cap on the accrual of sick leave for employees hired on or aft er January 1, 2015. If the committee fails to bargain a replacement system, the current sick-leave system will continue without any accrual caps.

Side Letter 16 - Vacations

Th ere shall be created a joint-labor management committee with the authority to research, design and bargain one or more employer-sponsored systems to replace the current vacation-leave system for bargaining unit members. Th e joint committee will be comprised of three (3) members of the bargaining unit and three (3) members appointed by Management. For the duration of this agreement, the current vacation-leave terms will remain unchanged. If the committee fails to bargain a replacement system, the current vacation-leave system will continue without any accrual caps.

Side Letter 17 - Transaction Report

Th e employer shall be required to provide to the Union on its monthly Transaction Reportnotifi cation of employees who have left the University of Massachusetts due to retirement.

Side Letter 18 - On-Line Application Process

Th e Employment Offi ce/staff exclusively, shall have the responsibility of directing and administering the on-line application process for the University of Massachusetts.

Eff ective May 1, 2015, the Director/staff shall establish six to eight training sessions or more, if necessary, for a period of nine (9) months beginning May 1, 2015 or the fi rst day of the month following the execution of the Agreement between the negotiating parties.

AFSCME members who choose to fi le an on-line application subsequent (during) to attending the training shall be invited to participate in one of the training sessions and be released for approximately two hours on the specifi c date and time scheduled by the Employment Offi ce.

Applications submitted by AFSCME members will be not be scanned during this period.

Eff ective May 1, 2015, or the fi rst day of the month following the execution of the Agreement between the negotiating parties, paper applications submitted by AFSCME members applying for positions during the nine month period only, will be submitted to the appropriate departments via campus mail or by requesting a messenger from the department to come to the the offi ce to pick them up and deliver them to the respective personnel.

119

At the end of the nine (9) month period, February 29, 2016, paper applications will no longer be accepted.

Job postings (AFSCME) that are advertised outside of the University may be fi led by submitting an on-line application or resume through the Interview Exchange Applicant Tracking system.

In witness of these terms and conditions the duly authorized representatives of the parties affi x their signatures following:

120

121

122

APPENDIX A

TITLES IN AFSCME/LOCAL 1776

Animal Caretaker I 07Animal Caretaker II 09Apprentice I 07Apprentice II 08Apprentice III 09Apprentice IV 10Asbestos Abatement Worker I 13Assistant Snack Bar Manager 09Baker I 07Baker II 11Baker III 13Building Maintenance Supervisor 17Carpenter I 13Carpenter II 15Chauff eur 08Chef Steward, U of M 15Communications Dispatcher I 10Communications Dispatcher II 12Construction Estimator 16Control and Refrigeration System Specialist, U of M 16Cook I 10Cook II 12Cook III 14Courier 09Culinary Worker 08Dietary Worker I 07Dining Hall Supervisor, U of M 11Dining Room Attendant 08Draft sman 13Electrician I 15Electrician II 16Electronics Technician I 14Elevator Repairman, U of M 17Engineering Aide I 12Engineering Draft sman 18Facility Service Worker I 05Farm Worker I 08Farm Worker II 09Fire and Safety Offi cer, U of M 15First Class Power Plant Engineer 20Floor Covering Installer and Repairer I 10Floor Covering Installer and Repairer II 12

123

Head Dish Room Attendant, U of M 08Head of Building Maintenance Sec, U of M 16Head of Custodial Section, U of M 16Head Parking Garage Attendant, U of M 11HVAC and Refrigeration Mechanic 13Horseman, U of M 13Institutional Maintenance Foreman (temporary) 17Institution Chief Power Plant Engineer, Grade C 22Institution Security Offi cer II, U of M 11Launderer I 07Launderer II 10Launderer III 11Locksmith 13Machinist I 13Maintainer I 09Maintainer II 11Maintainer III 13Maintenance Equipment Operator 13Maintenance Worker, U of M 11Maintenance Technician I 13Maintenance Technician II 14Maintenance Working Foreman 14Mason 13Metal Worker I 13Motor Equipment Mechanic I 13Motor Equipment Mechanic II 14Motor Truck Driver 10Painter I 13Painter II 15Parking Control Offi cer I 08Parking Garage Attendant, U of M 09Parking Meter Service Attendant, U of M 11Plumber and Steamfi tter I 14Plumber and Steamfi tter II 16Pot Washer 08Power Plant Attendant, U of M 10Recreation Facilities Repairer 12(Lead Operator/2nd ) Second Class Power Plant Engineer 26Sign Painter and Letterer I 14Skilled Laborer 10Snack Bar Manager, U of M 11Stable Attendant I (Higher Education) 09Steam Fireman I 15Steam Fireman II 17Steam Fitter 13

124

Storekeeper II 11Storekeeper III 13Storekeeper IV 15Supervisor of Garage-Motor Pool, U of M 15Technical Assistant III 15Technical Specialist I, U of M 14Technical Specialist II 16Operator/3rd Class Power Plant Engineer 20Trades Worker 10Tree Climber 11Typewriter Repairman 10Upholsterer, U of M 13Utility Plant Operator 17Wastewater Treatment Plant Operator II 11

125

APPENDIX B

REQUEST FOR EXTENSION OF

SICK LEAVE FORM

To be forwarded by the Employee to the Employee/Labor Relations Administrator.

A. NAME: __________________________________ DATE: _____________________ B. TITLE: __________________________________ JOB GRADE:________________ C. DATE OF INITIAL EMPLOYMENT AT THE UNIVERSITY:_______________________

D. TOTAL NUMBER OF WORKING DAYS REQUESTED: ___________________________ FROM: MONTH: ____________________________ DAY: ______________________ TO: MONTH: ____________________________ DAY:______________________

E. WORKING DAYS OFF THE PAYROLL PRIOR TO REQUESTED LEAVE:

FROM: MONTH:____________________________ DAY: ______________________ TO: MONTH:___________________________ DAY:______________________

Attach statement from physician indicating the natureof the illness and the expected date of return to work.

Employee’s Signature Date TO BE COMPLETED BY THE LABOR RELATIONS ADMINISTRATOR

A. Date received :

B. Date of Decision :

C. Decision: ________ APPROVED ________ DISAPAPPROVED

_____________________________________________________________Labor Relations Administrator

______________________________ Date cc: AFSCME Local 1776 President

126

APPENDIX C

TEMPORARY WORK ASSIGNMENT FORM

Th is form must be completed by an employee who has been assigned by his/her immediate supervisor to perform the duties of a higher rated position. Th is form must be completed and submitted to your immediate supervisor no later than the tenth day of your performance of the higher rated position’s duties. ___________________________________ Name of Employee

___________________________________ _________________________________Employee Number Title of Present Position

___________________________________ _________________________________Title and Grade of Higher Rated Position Previous Incumbent of Position

___________________________________ _________________________________Eff ective Date of Assignment Estimated Duration of Assignment Reasons for Assignment_______________________________________________________

___________________________________ _________________________________Signature of Employee Date of Signature ___________________________________ _________________________________Name and Signature of Immediate Date of SignatureSupervisor

IMMEDIATE SUPERVISOR MUST FORWARD ORIGINAL TEMPORARY WORK ASSIGNMENT FORM TO THE MANAGER OF TOTAL COMPENSATION ALONG WITH A COMPLETED PERSONNEL ACTION FORM.

Approval________ Disapproval (Reasons)________________________ Name and Signature of Manager of Total Compensation __________________________________________________________________________

Employee Immediate Supervisor________________________________________________

127

APPENDIX D-1

REQUEST TO APPEAL CLASSIFICATION OF

TRUST-FUNDED POSITION

(COVER LETTER)

REQUEST TO APPEAL CLASSIFICATION OF TRUST-FUNDED POSITION

Manager of Total CompensationAddress

Dear Sir: I hereby appeal the classifi cation of my trust-funded position and request a classifi cation audit and evaluation in order to determine whether it is appropriately classifi ed in the (institution) Classifi cation plan

I am requesting that my position be changed from

Title: _________________________________ to Title: _____________________________

Enclosed is a fact sheet listing my current duties and other pertinent information.

Sincerely yours,

__________________________________________________Name

__________________________________________________Department

__________________________________________________Home Address

128

APPENDIX D-2

REQUEST TO APPEAL CLASSIFICATION OF

TRUST-FUNDED POSITION FORM

(FACT SHEET)

PLEASE TYPE OR PRINT

NAME ___________________________________________________________________ PRESENT TITLE:___________________________________________________________ GRADE____________

REQUESTED TITLE:________________________________________________________ GRADE:___________

DEPARTMENT:____________________________________________________________

UNIT:_____________________________

IMMEDIATE SUPERVISOR: _________________________________________________

TITLE:___________________________________________________________________ DATE OF HIRE IN CURRENT POSITION:_____________________________________ NAME & TITLE OF PERSONS YOU SUPERVISE (IF ANY):

CHANGE IN DUTIES AND RESPONSIBILITIES SINCE ASSUMING CURRENT POSITION:

APPROXIMATE % OF TIME SPENT ON EACH DUTY:

LIST DUTIES PERFORMED (USE ADDITIONAL PAGE IF NECESSARY):

129

APPENDIX E

CERTIFICATE OF ELIGIBILITY FOR SYSTEM

WIDE TUITION REMISSION

Higher Education Employees

Instructions: Before completing this form, please read carefully the Board of Regents’ System-wide Tuition Remission Policy for Higher Education Employees to determine whether you are eligible for tuition remission benefi ts. Th en complete and sign the top section of this form, have it signed by your department head and by the Chief Personnel Offi cer of the College or University at which you are employed. Once approved by the Chief Personnel Offi cer, the Certifi cate will be returned to you. You must then submit it with your tuition bill to the community college, state college, or university at which you are enrolled.

Employee Name

Title and Department

________________________________ _________________________________Employee’s University Collective Bargaining Unit

________Spouse _______ Dependent Child Name and Relationship of Individual Using Tuition Remission (if other than Employee)

___________________________________________________________________________Signature of Employee Date

Th e individual named above is an employee of this University and meets all eligibility requirements for system wide tuition remission.

__________________________________________________________________________Signature of Employee’s Department Head Date

__________________________________________________________________________Signature of Chief Personnel Offi cer (or designee) Date

Note: Th is Certifi cate is valid for 120 days aft er the date of signature by the Chief Personnel Offi cer. A new Certifi cate must be completed for each semester of study. Th is Certifi cate is not transferable.

130

APPENDIX F

PERFORMANCE EVALUATION FOR CLASSIFIED

EMPLOYEES

EVALUATION STATUS NAME________________________________GRADE_______ 3 Month Probationary STATE TITLE_______________________________________ 5 Month Probationary WORKING TITLE____________________________________ Annual ___________ DEPARTMENT _____________________________________

(Year)_ Other ____________ ANNIVERSARY DATE IN CAMPUS SERVICE __________

ANNIVERSARY DATE IN WORKING TITLE____________

MERIT POINTS RATING: DEFINITION FOR RATING TO BE APPLIED:

4 *SUPERIOR Accomplished all goals or performed tasks and excels in a substantial manner

3 ABOVE STANDARD Performs all tasks above departmental standards2 GOOD (Standard) Average performance; meets departmental needs1 *FAIR Below average performance but improving and

potentially acceptable0 *UNSATISFACTORY Many goals unrealized or many tasks not performedN/A NOT APPLICABLE Not applicable to the job.

* Specific examples must be cited in the space provided for comments

SUPERIOR

ABOVE

STANDARD

GOOD

FAIR

UNSATISFACTORY

NOT

APPLICABLE

QUALITY AND QUANTITY OF WORK

A. Demonstrates Knowledge of the job

B. Amount of work accomplished

C. Performs work with accuracy

D. Work is neat and presentable

E. Work is thorough

F. Organizes work appropriately

SUPERVISOR'S COMMENTS:

EMPLOYEE'S COMMENTS:

131

SUPERIOR

ABOVE

STANDARD

GOOD

FAIR

UNSATISFACTORY

NOT

APPLICABLE

WORK HABITS:

A. Is regular in attendance at work

B. Observes established working hours

C. Completes work on time

D. Demonstrates the ability to work without immediate supervision

E. Complies with departmental and institution policies

F. Complies with instructions, rules and regulations including health and safety precautions

SUPERVISOR'S COMMENTS:

EMPLOYEE'S COMMENTS:

WORK ATTITUDES

A. Endeavors to improve work techniques

B. Accepts new ideas and procedures

C. Accepts constructive criticism and suggestions

D. Accepts responsibility

E. Exercises judgment

F. Adapts to emergency situations

SUPERVISOR'S COMMENTS:

EMPLOYEE'S COMMENTS:

132

SUPERIOR

ABOVE

STANDARD

GOOD

FAIR

UNSATISFACTORY

NOT

APPLICABLE

RELATIONSHIPS WITH OTHERS:

A. Works well with co-workers

B. Works well with the public

C. Cooperates with supervisors and other staff members

D. Observes established channels of communications

SUPERVISOR'S COMMENTS:

EMPLOYEE'S COMMENTS:

SUPERVISORY ABILITY (where applicable)

A. Demonstrates leadership ability

B. Makes timely decisions

C. Is fair and impartial in relationship with subordinates

D. Trains and instructs subordinates

E. Maintains acceptable performance standards among employees

SUPERVISOR'S COMMENTS:

EMPLOYEE'S COMMENTS:

133

COMMENTS OF SUPERVISOR WHO PERFORMED THIS EVALUATION:

Recommendation:_ Retention (Probationary)_ Dismissal (Probationary)_ No action required_ Other ______________ ______________________________________________________ _________________ Signature and Title Date

COMMENTS OF EMPLOYEE:

_________________________________ _______________________________________________________________DATE OF DISCUSSION WITH SUPERVISOR SIGNATURE OF EMPLOYEE BEING EVALUATED (Does not imply agreement or disagreement with evaluation)

COMMENTS OF INTERMEDIATE SUPERVISOR/PERSONNEL OFFICER REVIEWING EVALUATION:

________ MEETS STANDARDS ________ DOES NOT MEET STANDARDSRecommendation:_ Retention (Probationary)_ Dismissal (Probationary)_ No action required_ Other _______________ ______________________________________________________ ________________ Signature and Title Date

COMMENTS OF EMPLOYEE:

____________________________ ____________________________________________________________________ DATE SIGNATURE OF EMPLOYEE BEING REVIEWED (Does not imply agreement or disagreement with evaluation)

134

APPENDIX G

UNIVERSITY OF MASSACHUSETTS/AMHERST

EMPLOYEE REQUEST FOR CHANGE IN WORK

LOCATION OR ASSIGNMENT

(This application to be fi led with department head of work location to which employee wishes to transfer)

NAME OF APPLICANT

(Last) (First) (Middle)

PRESENT DEPARTMENT ____________________________________________________

PRESENT TITLE

PRESENT GRADE PRESENT LOCATION

DESIRED LOCATION

COMMENTS OR INFORMATION YOU WOULD LIKE TO MAKE CONCERNING THIS REQUEST:

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________

___________________________________________________________________________ (Date of Application) (Signature of Employee)

(THIS FORM MUST BE RENEWED ON OR AFTER JANUARY 1 OF EACH YEAR)

. . . . . . . . . . . . . Do Not Write Below Th is Line. . . . . . . . . .

FOR DEPARTMENT USE ONLY:

ADMINISTRATIVE GROUP OF APPLICANT _______________________________

CAMPUS SENIORITY DATE OF APPLICANT_______________________________

135

APPENDIX H

UNIVERSITY OF MASSACHUSETTS/AMHERST

EMPLOYEE REQUEST FOR CHANGE IN WORK

SHIFT OR DAYS OFF

(This Application to be fi led with Immediate Supervisor)NAME OF APPLICANT

__________________________________________________________________________ (Last (First) (Middle)

PRESENT DEPARTMENT ____________________________________

PRESENT TITLE ____________________________________________

PRESENT GRADE ______ PRESENT SHIFT _____________ SHIFT DESIRED________

PRESENT DAYS OFF ________________ DESIRED DAYS OFF ____________________

COMMENTS OR INFORMATION YOU WOULD LIKE TO MAKE CONCERNING THIS REQUEST:_______________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________________

___________________________________________________________________________(Date of Application) (Signature of Employee)

(THIS FORM MUST BE RENEWED ON OR AFTER JANUARY OF EACH YEAR)

. . . . . . . . . . . . . Do Not Write Below Th is Line. . . . . . . . . . . . .

FOR DEPARTMENT USE ONLY:

ADMINISTRATIVE GROUP OF APPLICANT ____________________________

CAMPUS SENIORITY DATE OF APPLICANT _____________________________

136

APPENDIX I

SENIORITY BYPASS APPEAL FORM

Date:________________

Offi ce of Labor RelationsWhitmore Administration Building

In accordance with Article 12, Section 5, of the current Collective Bargaining Agreement, please arrange a meeting regarding my non-selection for the following position:

Position: ________________________

Requisition Number: ________________________

Date Advertised on Yellow Sheet: ________________________

Date Filled: ________________________

Name (Printed): ____________________

Signature: ________________________ Title: ___________________________ Seniority Date: __________________________

____________________________________________Steward of Record

137

APPENDIX J

REQUEST FOR SUBSTITUTION OF SICK LEAVE

Th is form must be completed and submitted no later than fi ve (5) days aft er the date on which pay advices are distributed for the payroll period in which the substitution will be applied.

________________________________ ________________________________Name Title

I would like to substitute the following, in lieu of sick time, for the purpose of calculating overtime compensation:

Date absent: Month/Day___________________ From: __________ To _______________

Total Overtime Hours worked: ______________________

SUBSTITUTION REQUESTED: Th is represents my:

A. Compensatory Time______________ First ____________

B. Holiday Leave __________________ Second __________

C. Personal Leave __________________ Th ird ____________

D. Vacation Leave __________________ Fourth ___________

Fift h_____________

Request for substitution this fi scal year (Satisfactory medical evidence must be attached) ____________________________________ ________________________________ Employee Signature Date

To be completed by the Department Human Resources Offi cer and returned to employee.

Date received by Department Human Resources Offi cer______________________

Decision: APPROVED _____________ for ______________ Hours of Substitution DISAPPROVED __________ Reason: ____________________________

__________________________________________ ________________________Signature, Department Human Resources Offi cer Date

Distribution: Human Resources Offi ce (original), Supervisor (copy), Employee (copy)

138

Sche

dule

of S

alar

y R

ates

A

s of

Dec

embe

r 29,

201

3Jo

b

Gra

de

Step

1

Bi-W

eekl

y St

ep 2

Bi

-Wee

kly

Step

3

Bi-W

eekl

y St

ep 4

Bi

-Wee

kly

Step

5

Bi-W

eekl

y St

ep 6

Bi

-Wee

kly

Step

7

Bi-W

eekl

y St

ep 8

Bi

-Wee

kly

Step

9

Bi-W

eekl

y St

ep 1

0

Bi-W

eekl

y St

ep 1

1

Bi-W

eekl

y St

ep 1

2

Bi-W

eekl

y St

ep 1

3

Bi-W

eekl

y St

ep 1

4

Bi-W

eekl

y

1 $9

43.1

7

$960

.38

$9

77.8

5

$995

.65

$1

,013

.77

$1

,032

.29

$1

,051

.07

$1

,070

.20

$1

,089

.71

$1

,109

.60

$1

,131

.73

$1

,154

.36

$1

,177

.43

$1

,200

.99

2 $9

61.8

4

$979

.00

$9

96.5

4

$1,0

14.3

9

$1,0

32.4

8

$1,0

50.9

9

$1,0

69.8

1

$1,0

88.9

3

$1,1

08.4

3

$1,1

28.2

1

$1,1

50.7

7

$1,1

73.7

9

$1,1

97.2

2

$1,2

21.1

9

3 $9

77.5

7

$996

.90

$1

,016

.64

$1

,036

.76

$1

,057

.28

$1

,078

.29

$1

,099

.61

$1

,121

.40

$1

,143

.60

$1

,166

.28

$1

,189

.59

$1

,213

.40

$1

,237

.62

$1

,262

.37

4 $1

,005

.02

$1

,024

.47

$1

,044

.21

$1

,064

.36

$1

,084

.96

$1

,105

.83

$1

,127

.22

$1

,148

.98

$1

,171

.16

$1

,193

.75

$1

,217

.61

$1

,241

.97

$1

,266

.78

$1

,292

.10

5 $1

,022

.35

$1

,043

.37

$1

,064

.78

$1

,086

.67

$1

,108

.95

$1

,131

.70

$1

,154

.99

$1

,178

.68

$1

,202

.93

$1

,227

.59

$1

,252

.11

$1

,277

.15

$1

,302

.68

$1

,328

.71

6 $1

,060

.37

$1

,081

.25

$1

,102

.70

$1

,124

.44

$1

,146

.70

$1

,169

.33

$1

,192

.46

$1

,216

.03

$1

,240

.08

$1

,264

.58

$1

,289

.86

$1

,315

.63

$1

,341

.95

$1

,368

.77

7 $1

,086

.80

$1

,109

.74

$1

,133

.09

$1

,157

.04

$1

,181

.46

$1

,206

.42

$1

,231

.92

$1

,257

.89

$1

,284

.42

$1

,311

.55

$1

,337

.80

$1

,364

.55

$1

,391

.82

$1

,419

.65

8 $1

,112

.40

$1

,137

.18

$1

,162

.48

$1

,188

.34

$1

,214

.83

$1

,241

.88

$1

,269

.59

$1

,297

.85

$1

,326

.75

$1

,356

.31

$1

,383

.40

$1

,411

.09

$1

,439

.32

$1

,468

.08

9 $1

,154

.99

$1

,182

.05

$1

,209

.69

$1

,238

.02

$1

,267

.05

$1

,296

.73

$1

,327

.07

$1

,358

.11

$1

,389

.93

$1

,422

.53

$1

,450

.95

$1

,479

.95

$1

,509

.56

$1

,539

.73

10

$1,2

00.0

4

$1,2

28.8

4

$1,2

58.3

2

$1,2

88.5

0

$1,3

19.4

1

$1,3

51.0

4

$1,3

83.4

7

$1,4

16.6

6

$1,4

50.6

1

$1,4

85.4

2

$1,5

15.1

2

$1,5

45.4

1

$1,5

76.3

1

$1,6

07.8

2

11

$1,2

42.1

7

$1,2

73.5

2

$1,3

05.6

9

$1,3

38.6

5

$1,3

72.4

5

$1,4

07.0

8

$1,4

42.6

2

$1,4

79.0

5

$1,5

16.3

5

$1,5

54.6

3

$1,5

85.7

1

$1,6

17.3

7

$1,6

49.7

4

$1,6

82.7

4

12

$1,2

97.2

4

$1,3

30.2

9

$1,3

64.1

0

$1,3

98.8

4

$1,4

34.3

9

$1,4

70.8

4

$1,5

08.2

4

$1,5

46.6

2

$1,5

85.9

1

$1,6

26.2

7

$1,6

58.7

8

$1,6

91.9

4

$1,7

25.7

5

$1,7

60.2

6

13

$1,3

70.3

0

$1,4

05.2

3

$1,4

41.0

6

$1,4

77.8

0

$1,5

15.4

8

$1,5

54.0

9

$1,5

93.7

3

$1,6

34.3

2

$1,6

76.0

2

$1,7

18.7

2

$1,7

53.1

4

$1,7

88.1

5

$1,8

23.8

8

$1,8

60.3

7

14

$1,4

27.5

9

$1,4

68.2

0

$1,5

10.0

7

$1,5

53.1

3

$1,5

97.3

7

$1,6

42.9

3

$1,6

89.7

2

$1,7

37.8

8

$1,7

87.4

5

$1,8

38.3

9

$1,8

75.1

3

$1,9

12.6

2

$1,9

50.8

4

$1,9

89.8

5

15

$1,4

99.5

9

$1,5

43.7

4

$1,5

89.2

0

$1,6

35.9

7

$1,6

84.1

3

$1,7

33.6

6

$1,7

84.6

7

$1,8

37.2

0

$1,8

91.3

0

$1,9

47.0

3

$1,9

85.9

4

$2,0

25.6

9

$2,0

66.1

9

$2,1

07.5

4

16

$1,5

80.7

0

$1,6

28.8

7

$1,6

78.4

3

$1,7

29.5

1

$1,7

82.1

5

$1,8

36.3

8

$1,8

92.2

1

$1,9

49.8

8

$2,0

09.2

1

$2,0

70.3

4

$2,1

11.7

7

$2,1

53.9

6

$2,1

97.0

4

$2,2

40.9

5

17

$1,6

76.0

2

$1,7

26.1

1

$1,7

77.6

4

$1,8

30.8

2

$1,8

85.5

0

$1,9

41.8

6

$1,9

99.9

0

$2,0

59.6

7

$2,1

21.2

5

$2,1

84.6

4

$2,2

28.3

0

$2,2

72.8

7

$2,3

18.2

9

$2,3

64.6

6

18

$1,7

56.2

1

$1,8

09.5

4

$1,8

64.5

0

$1,9

21.1

0

$1,9

79.4

5

$2,0

39.6

0

$2,1

01.5

3

$2,1

65.3

0

$2,2

31.0

9

$2,2

98.8

4

$2,3

44.8

4

$2,3

91.6

6

$2,4

39.4

9

$2,4

88.2

9

19

$1,8

47.1

1

$1,9

03.8

3

$1,9

62.2

4

$2,0

22.5

5

$2,0

84.6

1

$2,1

48.6

1

$2,2

14.5

4

$2,2

82.5

7

$2,3

52.6

4

$2,4

24.8

8

$2,4

73.3

8

$2,5

22.8

1

$2,5

73.2

7

$2,6

24.7

1

20

$1,9

46.3

3

$2,0

04.9

6

$2,0

65.3

0

$2,1

27.4

8

$2,1

91.5

0

$2,2

57.4

6

$2,3

25.4

1

$2,3

95.3

8

$2,4

67.4

8

$2,5

41.7

4

$2,5

92.5

7

$2,6

44.4

3

$2,6

97.2

7

$2,7

51.2

2

21

$2,0

36.8

8

$2,0

99.1

4

$2,1

63.2

8

$2,2

29.4

0

$2,2

97.5

5

$2,3

67.7

5

$2,4

40.1

6

$2,5

14.7

9

$2,5

91.6

6

$2,6

70.8

7

$2,7

24.2

9

$2,7

78.7

4

$2,8

34.3

1

$2,8

90.9

5

22

$2,1

37.9

6

$2,2

03.7

4

$2,2

71.5

7

$2,3

41.4

8

$2,4

13.5

4

$2,4

87.8

3

$2,5

64.4

0

$2,6

43.3

4

$2,7

24.7

3

$2,8

08.5

6

$2,8

64.7

5

$2,9

22.0

2

$2,9

80.4

5

$3,0

40.0

5

23

$2,2

47.4

2

$2,3

15.1

6

$2,3

84.9

4

$2,4

56.8

2

$2,5

30.8

6

$2,6

07.1

1

$2,6

85.7

3

$2,7

66.6

6

$2,8

50.0

0

$2,9

35.9

3

$2,9

94.6

5

$3,0

54.4

9

$3,1

15.5

7

$3,1

77.8

7

24

$2,3

49.0

7

$2,4

20.0

2

$2,4

93.0

9

$2,5

68.4

5

$2,6

46.0

0

$2,7

25.9

1

$2,8

08.2

8

$2,8

93.1

2

$2,9

80.5

1

$3,0

70.5

8

$3,1

31.9

9

$3,1

94.5

9

$3,2

58.4

6

$3,3

23.6

0

25

$2,4

50.6

4

$2,5

25.1

9

$2,6

01.9

3

$2,6

80.9

8

$2,7

62.5

6

$2,8

46.5

2

$2,9

33.0

7

$3,0

22.2

3

$3,1

14.1

3

$3,2

08.8

3

$3,2

72.9

7

$3,3

38.4

4

$3,4

05.1

8

$3,4

73.2

7

26

$2,5

41.1

6

$2,6

18.8

4

$2,6

98.8

6

$2,7

81.4

2

$2,8

66.4

2

$2,9

54.0

8

$3,0

44.3

2

$3,1

37.4

2

$3,2

33.2

6

$3,3

32.1

4

$3,3

98.7

4

$3,4

66.7

4

$3,5

36.0

2

$3,6

06.7

2

139

124

Sche

dule

of S

alar

y R

ates

Fi

rst P

ay P

erio

d of

Jul

y 20

14Jo

b

Gra

de

Step

1

Bi-W

eekl

y St

ep 2

Bi

-Wee

kly

Step

3

Bi-W

eekl

y St

ep 4

Bi

-Wee

kly

Step

5

Bi-W

eekl

y St

ep 6

Bi

-Wee

kly

Step

7

Bi-W

eekl

y St

ep 8

Bi

-Wee

kly

Step

9

Bi-W

eekl

y St

ep 1

0

Bi-W

eekl

y St

ep 1

1

Bi-W

eekl

y St

ep 1

2

Bi-W

eekl

y St

ep 1

3

Bi-W

eekl

y St

ep 1

4

Bi-W

eekl

y

1 $9

57.3

2

$974

.79

$9

92.5

2

$1,0

10.5

8

$1,0

28.9

8

$1,0

47.7

7

$1,0

66.8

4

$1,0

86.2

5

$1,1

06.0

6

$1,1

26.2

4

$1,1

48.7

1

$1,1

71.6

8

$1,1

95.0

9

$1,2

19.0

0

2 $9

76.2

7

$993

.69

$1

,011

.49

$1

,029

.61

$1

,047

.97

$1

,066

.75

$1

,085

.86

$1

,105

.26

$1

,125

.06

$1

,145

.13

$1

,168

.03

$1

,191

.40

$1

,215

.18

$1

,239

.51

3 $9

92.2

3

$1,0

11.8

5

$1,0

31.8

9

$1,0

52.3

1

$1,0

73.1

4

$1,0

94.4

6

$1,1

16.1

0

$1,1

38.2

2

$1,1

60.7

5

$1,1

83.7

7

$1,2

07.4

3

$1,2

31.6

0

$1,2

56.1

8

$1,2

81.3

1

4 $1

,020

.10

$1

,039

.84

$1

,059

.87

$1

,080

.33

$1

,101

.23

$1

,122

.42

$1

,144

.13

$1

,166

.21

$1

,188

.73

$1

,211

.66

$1

,235

.87

$1

,260

.60

$1

,285

.78

$1

,311

.48

5 $1

,037

.69

$1

,059

.02

$1

,080

.75

$1

,102

.97

$1

,125

.58

$1

,148

.68

$1

,172

.31

$1

,196

.36

$1

,220

.97

$1

,246

.00

$1

,270

.89

$1

,296

.31

$1

,322

.22

$1

,348

.64

6 $1

,076

.28

$1

,097

.47

$1

,119

.24

$1

,141

.31

$1

,163

.90

$1

,186

.87

$1

,210

.35

$1

,234

.27

$1

,258

.68

$1

,283

.55

$1

,309

.21

$1

,335

.36

$1

,362

.08

$1

,389

.30

7 $1

,103

.10

$1

,126

.39

$1

,150

.09

$1

,174

.40

$1

,199

.18

$1

,224

.52

$1

,250

.40

$1

,276

.76

$1

,303

.69

$1

,331

.22

$1

,357

.87

$1

,385

.02

$1

,412

.70

$1

,440

.94

8 $1

,129

.09

$1

,154

.24

$1

,179

.92

$1

,206

.17

$1

,233

.05

$1

,260

.51

$1

,288

.63

$1

,317

.32

$1

,346

.65

$1

,376

.65

$1

,404

.15

$1

,432

.26

$1

,460

.91

$1

,490

.10

9 $1

,172

.31

$1

,199

.78

$1

,227

.84

$1

,256

.59

$1

,286

.06

$1

,316

.18

$1

,346

.98

$1

,378

.48

$1

,410

.78

$1

,443

.87

$1

,472

.71

$1

,502

.15

$1

,532

.20

$1

,562

.83

10

$1,2

18.0

4

$1,2

47.2

7

$1,2

77.1

9

$1,3

07.8

3

$1,3

39.2

0

$1,3

71.3

1

$1,4

04.2

2

$1,4

37.9

1

$1,4

72.3

7

$1,5

07.7

0

$1,5

37.8

5

$1,5

68.5

9

$1,5

99.9

5

$1,6

31.9

4

11

$1,2

60.8

0

$1,2

92.6

2

$1,3

25.2

8

$1,3

58.7

3

$1,3

93.0

4

$1,4

28.1

9

$1,4

64.2

6

$1,5

01.2

4

$1,5

39.1

0

$1,5

77.9

5

$1,6

09.5

0

$1,6

41.6

3

$1,6

74.4

9

$1,7

07.9

8

12

$1,3

16.7

0

$1,3

50.2

4

$1,3

84.5

6

$1,4

19.8

2

$1,4

55.9

1

$1,4

92.9

0

$1,5

30.8

6

$1,5

69.8

2

$1,6

09.7

0

$1,6

50.6

6

$1,6

83.6

6

$1,7

17.3

2

$1,7

51.6

4

$1,7

86.6

6

13

$1,3

90.8

5

$1,4

26.3

1

$1,4

62.6

8

$1,4

99.9

7

$1,5

38.2

1

$1,5

77.4

0

$1,6

17.6

4

$1,6

58.8

3

$1,7

01.1

6

$1,7

44.5

0

$1,7

79.4

4

$1,8

14.9

7

$1,8

51.2

4

$1,8

88.2

8

14

$1,4

49.0

0

$1,4

90.2

2

$1,5

32.7

2

$1,5

76.4

3

$1,6

21.3

3

$1,6

67.5

7

$1,7

15.0

7

$1,7

63.9

5

$1,8

14.2

6

$1,8

65.9

7

$1,9

03.2

6

$1,9

41.3

1

$1,9

80.1

0

$2,0

19.7

0

15

$1,5

22.0

8

$1,5

66.9

0

$1,6

13.0

4

$1,6

60.5

1

$1,7

09.3

9

$1,7

59.6

6

$1,8

11.4

4

$1,8

64.7

6

$1,9

19.6

7

$1,9

76.2

4

$2,0

15.7

3

$2,0

56.0

8

$2,0

97.1

8

$2,1

39.1

5

16

$1,6

04.4

1

$1,6

53.3

0

$1,7

03.6

1

$1,7

55.4

5

$1,8

08.8

8

$1,8

63.9

3

$1,9

20.5

9

$1,9

79.1

3

$2,0

39.3

5

$2,1

01.4

0

$2,1

43.4

5

$2,1

86.2

7

$2,2

30.0

0

$2,2

74.5

6

17

$1,7

01.1

6

$1,7

52.0

0

$1,8

04.3

0

$1,8

58.2

8

$1,9

13.7

8

$1,9

70.9

9

$2,0

29.9

0

$2,0

90.5

7

$2,1

53.0

7

$2,2

17.4

1

$2,2

61.7

2

$2,3

06.9

6

$2,3

53.0

6

$2,4

00.1

3

18

$1,7

82.5

5

$1,8

36.6

8

$1,8

92.4

7

$1,9

49.9

2

$2,0

09.1

4

$2,0

70.1

9

$2,1

33.0

5

$2,1

97.7

8

$2,2

64.5

6

$2,3

33.3

2

$2,3

80.0

1

$2,4

27.5

3

$2,4

76.0

8

$2,5

25.6

1

19

$1,8

74.8

2

$1,9

32.3

9

$1,9

91.6

7

$2,0

52.8

9

$2,1

15.8

8

$2,1

80.8

4

$2,2

47.7

6

$2,3

16.8

1

$2,3

87.9

3

$2,4

61.2

5

$2,5

10.4

8

$2,5

60.6

5

$2,6

11.8

7

$2,6

64.0

8

20

$1,9

75.5

2

$2,0

35.0

3

$2,0

96.2

8

$2,1

59.3

9

$2,2

24.3

7

$2,2

91.3

2

$2,3

60.2

9

$2,4

31.3

1

$2,5

04.4

9

$2,5

79.8

7

$2,6

31.4

6

$2,6

84.1

0

$2,7

37.7

3

$2,7

92.4

9

21

$2,0

67.4

3

$2,1

30.6

3

$2,1

95.7

3

$2,2

62.8

4

$2,3

32.0

1

$2,4

03.2

7

$2,4

76.7

6

$2,5

52.5

1

$2,6

30.5

3

$2,7

10.9

3

$2,7

65.1

5

$2,8

20.4

2

$2,8

76.8

2

$2,9

34.3

1

22

$2,1

70.0

3

$2,2

36.8

0

$2,3

05.6

4

$2,3

76.6

0

$2,4

49.7

4

$2,5

25.1

5

$2,6

02.8

7

$2,6

82.9

9

$2,7

65.6

0

$2,8

50.6

9

$2,9

07.7

2

$2,9

65.8

5

$3,0

25.1

6

$3,0

85.6

5

23

$2,2

81.1

3

$2,3

49.8

9

$2,4

20.7

1

$2,4

93.6

7

$2,5

68.8

2

$2,6

46.2

2

$2,7

26.0

2

$2,8

08.1

6

$2,8

92.7

5

$2,9

79.9

7

$3,0

39.5

7

$3,1

00.3

1

$3,1

62.3

0

$3,2

25.5

4

24

$2,3

84.3

1

$2,4

56.3

2

$2,5

30.4

9

$2,6

06.9

8

$2,6

85.6

9

$2,7

66.8

0

$2,8

50.4

0

$2,9

36.5

2

$3,0

25.2

2

$3,1

16.6

4

$3,1

78.9

7

$3,2

42.5

1

$3,3

07.3

4

$3,3

73.4

5

25

$2,4

87.4

0

$2,5

63.0

7

$2,6

40.9

6

$2,7

21.1

9

$2,8

04.0

0

$2,8

89.2

2

$2,9

77.0

7

$3,0

67.5

6

$3,1

60.8

4

$3,2

56.9

6

$3,3

22.0

6

$3,3

88.5

2

$3,4

56.2

6

$3,5

25.3

7

26

$2,5

79.2

8

$2,6

58.1

2

$2,7

39.3

4

$2,8

23.1

4

$2,9

09.4

2

$2,9

98.3

9

$3,0

89.9

8

$3,1

84.4

8

$3,2

81.7

6

$3,3

82.1

2

$3,4

49.7

2

$3,5

18.7

4

$3,5

89.0

6

$3,6

60.8

2

140

Sche

dule

of S

alar

y R

ates

Fi

rst P

ay P

erio

d of

Jan

uary

201

5Jo

b

Gra

de

Step

1

Bi-W

eekl

y St

ep 2

Bi

-Wee

kly

Step

3

Bi-W

eekl

y St

ep 4

Bi

-Wee

kly

Step

5

Bi-W

eekl

y St

ep 6

Bi

-Wee

kly

Step

7

Bi-W

eekl

y St

ep 8

Bi

-Wee

kly

Step

9

Bi-W

eekl

y St

ep 1

0

Bi-W

eekl

y St

ep 1

1

Bi-W

eekl

y St

ep 1

2

Bi-W

eekl

y St

ep 1

3

Bi-W

eekl

y St

ep 1

4

Bi-W

eekl

y

1 $9

71.6

8

$989

.41

$1

,007

.41

$1

,025

.74

$1

,044

.41

$1

,063

.49

$1

,082

.84

$1

,102

.54

$1

,122

.65

$1

,143

.13

$1

,165

.94

$1

,189

.26

$1

,213

.02

$1

,237

.29

2 $9

90.9

1

$1,0

08.6

0

$1,0

26.6

6

$1,0

45.0

5

$1,0

63.6

9

$1,0

82.7

5

$1,1

02.1

5

$1,1

21.8

4

$1,1

41.9

4

$1,1

62.3

1

$1,1

85.5

5

$1,2

09.2

7

$1,2

33.4

1

$1,2

58.1

0

3 $1

,007

.11

$1

,027

.03

$1

,047

.37

$1

,068

.09

$1

,089

.24

$1

,110

.88

$1

,132

.84

$1

,155

.29

$1

,178

.16

$1

,201

.53

$1

,225

.54

$1

,250

.07

$1

,275

.02

$1

,300

.53

4 $1

,035

.40

$1

,055

.44

$1

,075

.77

$1

,096

.53

$1

,117

.75

$1

,139

.26

$1

,161

.29

$1

,183

.70

$1

,206

.56

$1

,229

.83

$1

,254

.41

$1

,279

.51

$1

,305

.07

$1

,331

.15

5 $1

,053

.26

$1

,074

.91

$1

,096

.96

$1

,119

.51

$1

,142

.46

$1

,165

.91

$1

,189

.89

$1

,214

.31

$1

,239

.28

$1

,264

.69

$1

,289

.95

$1

,315

.75

$1

,342

.05

$1

,368

.87

6 $1

,092

.42

$1

,113

.93

$1

,136

.03

$1

,158

.43

$1

,181

.36

$1

,204

.67

$1

,228

.51

$1

,252

.78

$1

,277

.56

$1

,302

.80

$1

,328

.85

$1

,355

.39

$1

,382

.51

$1

,410

.14

7 $1

,119

.65

$1

,143

.29

$1

,167

.34

$1

,192

.02

$1

,217

.17

$1

,242

.89

$1

,269

.16

$1

,295

.91

$1

,323

.25

$1

,351

.19

$1

,378

.24

$1

,405

.80

$1

,433

.89

$1

,462

.55

8 $1

,146

.03

$1

,171

.55

$1

,197

.62

$1

,224

.26

$1

,251

.55

$1

,279

.42

$1

,307

.96

$1

,337

.08

$1

,366

.85

$1

,397

.30

$1

,425

.21

$1

,453

.74

$1

,482

.82

$1

,512

.45

9 $1

,189

.89

$1

,217

.78

$1

,246

.26

$1

,275

.44

$1

,305

.35

$1

,335

.92

$1

,367

.18

$1

,399

.16

$1

,431

.94

$1

,465

.53

$1

,494

.80

$1

,524

.68

$1

,555

.18

$1

,586

.27

10

$1,2

36.3

1

$1,2

65.9

8

$1,2

96.3

5

$1,3

27.4

5

$1,3

59.2

9

$1,3

91.8

8

$1,4

25.2

8

$1,4

59.4

8

$1,4

94.4

6

$1,5

30.3

2

$1,5

60.9

2

$1,5

92.1

2

$1,6

23.9

5

$1,6

56.4

2

11

$1,2

79.7

1

$1,3

12.0

1

$1,3

45.1

6

$1,3

79.1

1

$1,4

13.9

4

$1,4

49.6

1

$1,4

86.2

2

$1,5

23.7

6

$1,5

62.1

9

$1,6

01.6

2

$1,6

33.6

4

$1,6

66.2

5

$1,6

99.6

1

$1,7

33.6

0

12

$1,3

36.4

5

$1,3

70.4

9

$1,4

05.3

3

$1,4

41.1

2

$1,4

77.7

5

$1,5

15.2

9

$1,5

53.8

2

$1,5

93.3

7

$1,6

33.8

5

$1,6

75.4

2

$1,7

08.9

1

$1,7

43.0

8

$1,7

77.9

1

$1,8

13.4

6

13

$1,4

11.7

1

$1,4

47.7

0

$1,4

84.6

2

$1,5

22.4

7

$1,5

61.2

8

$1,6

01.0

6

$1,6

41.9

0

$1,6

83.7

1

$1,7

26.6

8

$1,7

70.6

7

$1,8

06.1

3

$1,8

42.1

9

$1,8

79.0

1

$1,9

16.6

0

14

$1,4

70.7

4

$1,5

12.5

7

$1,5

55.7

1

$1,6

00.0

8

$1,6

45.6

5

$1,6

92.5

8

$1,7

40.8

0

$1,7

90.4

1

$1,8

41.4

7

$1,8

93.9

6

$1,9

31.8

1

$1,9

70.4

3

$2,0

09.8

0

$2,0

50.0

0

15

$1,5

44.9

1

$1,5

90.4

0

$1,6

37.2

4

$1,6

85.4

2

$1,7

35.0

3

$1,7

86.0

5

$1,8

38.6

1

$1,8

92.7

3

$1,9

48.4

7

$2,0

05.8

8

$2,0

45.9

7

$2,0

86.9

2

$2,1

28.6

4

$2,1

71.2

4

16

$1,6

28.4

8

$1,6

78.1

0

$1,7

29.1

6

$1,7

81.7

8

$1,8

36.0

1

$1,8

91.8

9

$1,9

49.4

0

$2,0

08.8

2

$2,0

69.9

4

$2,1

32.9

2

$2,1

75.6

0

$2,2

19.0

6

$2,2

63.4

5

$2,3

08.6

8

17

$1,7

26.6

8

$1,7

78.2

8

$1,8

31.3

6

$1,8

86.1

5

$1,9

42.4

9

$2,0

00.5

5

$2,0

60.3

5

$2,1

21.9

3

$2,1

85.3

7

$2,2

50.6

7

$2,2

95.6

5

$2,3

41.5

6

$2,3

88.3

6

$2,4

36.1

3

18

$1,8

09.2

9

$1,8

64.2

3

$1,9

20.8

6

$1,9

79.1

7

$2,0

39.2

8

$2,1

01.2

4

$2,1

65.0

5

$2,2

30.7

5

$2,2

98.5

3

$2,3

68.3

2

$2,4

15.7

1

$2,4

63.9

4

$2,5

13.2

2

$2,5

63.4

9

19

$1,9

02.9

4

$1,9

61.3

8

$2,0

21.5

5

$2,0

83.6

8

$2,1

47.6

2

$2,2

13.5

5

$2,2

81.4

8

$2,3

51.5

6

$2,4

23.7

5

$2,4

98.1

7

$2,5

48.1

4

$2,5

99.0

6

$2,6

51.0

5

$2,7

04.0

4

20

$2,0

05.1

5

$2,0

65.5

6

$2,1

27.7

2

$2,1

91.7

8

$2,2

57.7

4

$2,3

25.6

9

$2,3

95.6

9

$2,4

67.7

8

$2,5

42.0

6

$2,6

18.5

7

$2,6

70.9

3

$2,7

24.3

6

$2,7

78.8

0

$2,8

34.3

8

21

$2,0

98.4

4

$2,1

62.5

9

$2,2

28.6

7

$2,2

96.7

8

$2,3

66.9

9

$2,4

39.3

2

$2,5

13.9

1

$2,5

90.8

0

$2,6

69.9

9

$2,7

51.5

9

$2,8

06.6

3

$2,8

62.7

3

$2,9

19.9

7

$2,9

78.3

2

22

$2,2

02.5

8

$2,2

70.3

5

$2,3

40.2

2

$2,4

12.2

5

$2,4

86.4

9

$2,5

63.0

3

$2,6

41.9

1

$2,7

23.2

3

$2,8

07.0

8

$2,8

93.4

5

$2,9

51.3

4

$3,0

10.3

4

$3,0

70.5

4

$3,1

31.9

3

23

$2,3

15.3

5

$2,3

85.1

4

$2,4

57.0

2

$2,5

31.0

8

$2,6

07.3

5

$2,6

85.9

1

$2,7

66.9

1

$2,8

50.2

8

$2,9

36.1

4

$3,0

24.6

7

$3,0

85.1

6

$3,1

46.8

1

$3,2

09.7

3

$3,2

73.9

2

24

$2,4

20.0

7

$2,4

93.1

6

$2,5

68.4

5

$2,6

46.0

8

$2,7

25.9

8

$2,8

08.3

0

$2,8

93.1

6

$2,9

80.5

7

$3,0

70.6

0

$3,1

63.3

9

$3,2

26.6

5

$3,2

91.1

5

$3,3

56.9

5

$3,4

24.0

5

25

$2,5

24.7

1

$2,6

01.5

2

$2,6

80.5

7

$2,7

62.0

1

$2,8

46.0

6

$2,9

32.5

6

$3,0

21.7

3

$3,1

13.5

7

$3,2

08.2

5

$3,3

05.8

1

$3,3

71.8

9

$3,4

39.3

5

$3,5

08.1

0

$3,5

78.2

5

26

$2,6

17.9

7

$2,6

97.9

9

$2,7

80.4

3

$2,8

65.4

9

$2,9

53.0

6

$3,0

43.3

7

$3,1

36.3

3

$3,2

32.2

5

$3,3

30.9

9

$3,4

32.8

5

$3,5

01.4

7

$3,5

71.5

2

$3,6

42.9

0

$3,7

15.7

3

141

Sche

dule

of S

alar

y R

ates

Fi

rst P

ay P

erio

d of

Jul

y 20

15Jo

b

Gra

de

Step

1

Bi-W

eekl

y St

ep 2

Bi

-Wee

kly

Step

3

Bi-W

eekl

y St

ep 4

Bi

-Wee

kly

Step

5

Bi-W

eekl

y St

ep 6

Bi

-Wee

kly

Step

7

Bi-W

eekl

y St

ep 8

Bi

-Wee

kly

Step

9

Bi-W

eekl

y St

ep 1

0

Bi-W

eekl

y St

ep 1

1

Bi-W

eekl

y St

ep 1

2

Bi-W

eekl

y St

ep 1

3

Bi-W

eekl

y St

ep 1

4

Bi-W

eekl

y

1 $9

86.2

6

$1,0

04.2

5

$1,0

22.5

2

$1,0

41.1

3

$1,0

60.0

8

$1,0

79.4

4

$1,0

99.0

8

$1,1

19.0

8

$1,1

39.4

9

$1,1

60.2

8

$1,1

83.4

3

$1,2

07.1

0

$1,2

31.2

2

$1,2

55.8

5

2 $1

,005

.77

$1

,023

.73

$1

,042

.06

$1

,060

.73

$1

,079

.65

$1

,098

.99

$1

,118

.68

$1

,138

.67

$1

,159

.07

$1

,179

.74

$1

,203

.33

$1

,227

.41

$1

,251

.91

$1

,276

.97

3 $1

,022

.22

$1

,042

.44

$1

,063

.08

$1

,084

.11

$1

,105

.58

$1

,127

.54

$1

,149

.83

$1

,172

.62

$1

,195

.83

$1

,219

.55

$1

,243

.92

$1

,268

.82

$1

,294

.15

$1

,320

.04

4 $1

,050

.93

$1

,071

.27

$1

,091

.91

$1

,112

.98

$1

,134

.52

$1

,156

.35

$1

,178

.71

$1

,201

.46

$1

,224

.66

$1

,248

.28

$1

,273

.23

$1

,298

.70

$1

,324

.65

$1

,351

.12

5 $1

,069

.06

$1

,091

.03

$1

,113

.41

$1

,136

.30

$1

,159

.60

$1

,183

.40

$1

,207

.74

$1

,232

.52

$1

,257

.87

$1

,283

.66

$1

,309

.30

$1

,335

.49

$1

,362

.18

$1

,389

.40

6 $1

,108

.81

$1

,130

.64

$1

,153

.07

$1

,175

.81

$1

,199

.08

$1

,222

.74

$1

,246

.94

$1

,271

.57

$1

,296

.72

$1

,322

.34

$1

,348

.78

$1

,375

.72

$1

,403

.25

$1

,431

.29

7 $1

,136

.44

$1

,160

.44

$1

,184

.85

$1

,209

.90

$1

,235

.43

$1

,261

.53

$1

,288

.20

$1

,315

.35

$1

,343

.10

$1

,371

.46

$1

,398

.91

$1

,426

.89

$1

,455

.40

$1

,484

.49

8 $1

,163

.22

$1

,189

.12

$1

,215

.58

$1

,242

.62

$1

,270

.32

$1

,298

.61

$1

,327

.58

$1

,357

.14

$1

,387

.35

$1

,418

.26

$1

,446

.59

$1

,475

.55

$1

,505

.06

$1

,535

.14

9 $1

,207

.74

$1

,236

.05

$1

,264

.95

$1

,294

.57

$1

,324

.93

$1

,355

.96

$1

,387

.69

$1

,420

.15

$1

,453

.42

$1

,487

.51

$1

,517

.22

$1

,547

.55

$1

,578

.51

$1

,610

.06

10

$1,2

54.8

5

$1,2

84.9

7

$1,3

15.8

0

$1,3

47.3

6

$1,3

79.6

8

$1,4

12.7

6

$1,4

46.6

6

$1,4

81.3

7

$1,5

16.8

8

$1,5

53.2

7

$1,5

84.3

3

$1,6

16.0

0

$1,6

48.3

1

$1,6

81.2

7

11

$1,2

98.9

1

$1,3

31.6

9

$1,3

65.3

4

$1,3

99.8

0

$1,4

35.1

5

$1,4

71.3

5

$1,5

08.5

1

$1,5

46.6

2

$1,5

85.6

2

$1,6

25.6

4

$1,6

58.1

4

$1,6

91.2

4

$1,7

25.1

0

$1,7

59.6

0

12

$1,3

56.5

0

$1,3

91.0

5

$1,4

26.4

1

$1,4

62.7

4

$1,4

99.9

2

$1,5

38.0

2

$1,5

77.1

3

$1,6

17.2

7

$1,6

58.3

6

$1,7

00.5

5

$1,7

34.5

4

$1,7

69.2

3

$1,8

04.5

8

$1,8

40.6

6

13

$1,4

32.8

9

$1,4

69.4

2

$1,5

06.8

9

$1,5

45.3

1

$1,5

84.7

0

$1,6

25.0

8

$1,6

66.5

3

$1,7

08.9

7

$1,7

52.5

8

$1,7

97.2

3

$1,8

33.2

2

$1,8

69.8

2

$1,9

07.2

0

$1,9

45.3

5

14

$1,4

92.8

0

$1,5

35.2

6

$1,5

79.0

5

$1,6

24.0

8

$1,6

70.3

3

$1,7

17.9

7

$1,7

66.9

1

$1,8

17.2

7

$1,8

69.0

9

$1,9

22.3

7

$1,9

60.7

9

$1,9

99.9

9

$2,0

39.9

5

$2,0

80.7

5

15

$1,5

68.0

8

$1,6

14.2

6

$1,6

61.8

0

$1,7

10.7

0

$1,7

61.0

6

$1,8

12.8

4

$1,8

66.1

9

$1,9

21.1

2

$1,9

77.7

0

$2,0

35.9

7

$2,0

76.6

6

$2,1

18.2

2

$2,1

60.5

7

$2,2

03.8

1

16

$1,6

52.9

1

$1,7

03.2

7

$1,7

55.1

0

$1,8

08.5

1

$1,8

63.5

5

$1,9

20.2

7

$1,9

78.6

4

$2,0

38.9

5

$2,1

00.9

9

$2,1

64.9

1

$2,2

08.2

3

$2,2

52.3

5

$2,2

97.4

0

$2,3

43.3

1

17

$1,7

52.5

8

$1,8

04.9

5

$1,8

58.8

3

$1,9

14.4

4

$1,9

71.6

3

$2,0

30.5

6

$2,0

91.2

6

$2,1

53.7

6

$2,2

18.1

5

$2,2

84.4

3

$2,3

30.0

8

$2,3

76.6

8

$2,4

24.1

9

$2,4

72.6

7

18

$1,8

36.4

3

$1,8

92.1

9

$1,9

49.6

7

$2,0

08.8

6

$2,0

69.8

7

$2,1

32.7

6

$2,1

97.5

3

$2,2

64.2

1

$2,3

33.0

1

$2,4

03.8

4

$2,4

51.9

5

$2,5

00.9

0

$2,5

50.9

2

$2,6

01.9

4

19

$1,9

31.4

8

$1,9

90.8

0

$2,0

51.8

7

$2,1

14.9

4

$2,1

79.8

3

$2,2

46.7

5

$2,3

15.7

0

$2,3

86.8

3

$2,4

60.1

1

$2,5

35.6

4

$2,5

86.3

6

$2,6

38.0

5

$2,6

90.8

2

$2,7

44.6

0

20

$2,0

35.2

3

$2,0

96.5

4

$2,1

59.6

4

$2,2

24.6

6

$2,2

91.6

1

$2,3

60.5

8

$2,4

31.6

3

$2,5

04.8

0

$2,5

80.1

9

$2,6

57.8

5

$2,7

10.9

9

$2,7

65.2

3

$2,8

20.4

8

$2,8

76.9

0

21

$2,1

29.9

2

$2,1

95.0

3

$2,2

62.1

0

$2,3

31.2

3

$2,4

02.4

9

$2,4

75.9

1

$2,5

51.6

2

$2,6

29.6

6

$2,7

10.0

4

$2,7

92.8

6

$2,8

48.7

3

$2,9

05.6

7

$2,9

63.7

7

$3,0

22.9

9

22

$2,2

35.6

2

$2,3

04.4

1

$2,3

75.3

2

$2,4

48.4

3

$2,5

23.7

9

$2,6

01.4

8

$2,6

81.5

4

$2,7

64.0

8

$2,8

49.1

9

$2,9

36.8

5

$2,9

95.6

1

$3,0

55.5

0

$3,1

16.6

0

$3,1

78.9

1

23

$2,3

50.0

8

$2,4

20.9

2

$2,4

93.8

8

$2,5

69.0

5

$2,6

46.4

6

$2,7

26.2

0

$2,8

08.4

1

$2,8

93.0

3

$2,9

80.1

8

$3,0

70.0

4

$3,1

31.4

4

$3,1

94.0

1

$3,2

57.8

8

$3,3

23.0

3

24

$2,4

56.3

7

$2,5

30.5

6

$2,6

06.9

8

$2,6

85.7

7

$2,7

66.8

7

$2,8

50.4

2

$2,9

36.5

6

$3,0

25.2

8

$3,1

16.6

6

$3,2

10.8

4

$3,2

75.0

5

$3,3

40.5

2

$3,4

07.3

0

$3,4

75.4

1

25

$2,5

62.5

8

$2,6

40.5

4

$2,7

20.7

8

$2,8

03.4

4

$2,8

88.7

5

$2,9

76.5

5

$3,0

67.0

6

$3,1

60.2

7

$3,2

56.3

7

$3,3

55.4

0

$3,4

22.4

7

$3,4

90.9

4

$3,5

60.7

2

$3,6

31.9

2

26

$2,6

57.2

4

$2,7

38.4

6

$2,8

22.1

4

$2,9

08.4

7

$2,9

97.3

6

$3,0

89.0

2

$3,1

83.3

7

$3,2

80.7

3

$3,3

80.9

5

$3,4

84.3

4

$3,5

53.9

9

$3,6

25.0

9

$3,6

97.5

4

$3,7

71.4

7

142

Sche

dule

of S

alar

y R

ates

Fi

rst P

ay P

erio

d of

Jan

uary

201

6Jo

b

Gra

de

Step

1

Bi-W

eekl

y St

ep 2

Bi

-Wee

kly

Step

3

Bi-W

eekl

y St

ep 4

Bi

-Wee

kly

Step

5

Bi-W

eekl

y St

ep 6

Bi

-Wee

kly

Step

7

Bi-W

eekl

y St

ep 8

Bi

-Wee

kly

Step

9

Bi-W

eekl

y St

ep 1

0

Bi-W

eekl

y St

ep 1

1

Bi-W

eekl

y St

ep 1

2

Bi-W

eekl

y St

ep 1

3

Bi-W

eekl

y St

ep 1

4

Bi-W

eekl

y

1 $1

,001

.05

$1

,019

.31

$1

,037

.86

$1

,056

.75

$1

,075

.98

$1

,095

.63

$1

,115

.57

$1

,135

.87

$1

,156

.58

$1

,177

.68

$1

,201

.18

$1

,225

.21

$1

,249

.69

$1

,274

.69

2 $1

,020

.86

$1

,039

.09

$1

,057

.69

$1

,076

.64

$1

,095

.84

$1

,115

.47

$1

,135

.46

$1

,155

.75

$1

,176

.46

$1

,197

.44

$1

,221

.38

$1

,245

.82

$1

,270

.69

$1

,296

.12

3 $1

,037

.55

$1

,058

.08

$1

,079

.03

$1

,100

.37

$1

,122

.16

$1

,144

.45

$1

,167

.08

$1

,190

.21

$1

,213

.77

$1

,237

.84

$1

,262

.58

$1

,287

.85

$1

,313

.56

$1

,339

.84

4 $1

,066

.69

$1

,087

.34

$1

,108

.29

$1

,129

.67

$1

,151

.54

$1

,173

.70

$1

,196

.39

$1

,219

.48

$1

,243

.03

$1

,267

.00

$1

,292

.33

$1

,318

.18

$1

,344

.52

$1

,371

.39

5 $1

,085

.10

$1

,107

.40

$1

,130

.11

$1

,153

.34

$1

,176

.99

$1

,201

.15

$1

,225

.86

$1

,251

.01

$1

,276

.74

$1

,302

.91

$1

,328

.94

$1

,355

.52

$1

,382

.61

$1

,410

.24

6 $1

,125

.44

$1

,147

.60

$1

,170

.37

$1

,193

.45

$1

,217

.07

$1

,241

.08

$1

,265

.64

$1

,290

.64

$1

,316

.17

$1

,342

.18

$1

,369

.01

$1

,396

.36

$1

,424

.30

$1

,452

.76

7 $1

,153

.49

$1

,177

.85

$1

,202

.62

$1

,228

.05

$1

,253

.96

$1

,280

.45

$1

,307

.52

$1

,335

.08

$1

,363

.25

$1

,392

.03

$1

,419

.89

$1

,448

.29

$1

,477

.23

$1

,506

.76

8 $1

,180

.67

$1

,206

.96

$1

,233

.81

$1

,261

.26

$1

,289

.37

$1

,318

.09

$1

,347

.49

$1

,377

.50

$1

,408

.16

$1

,439

.53

$1

,468

.29

$1

,497

.68

$1

,527

.64

$1

,558

.17

9 $1

,225

.86

$1

,254

.59

$1

,283

.92

$1

,313

.99

$1

,344

.80

$1

,376

.30

$1

,408

.51

$1

,441

.45

$1

,475

.22

$1

,509

.82

$1

,539

.98

$1

,570

.76

$1

,602

.19

$1

,634

.21

10

$1,2

73.6

7

$1,3

04.2

4

$1,3

35.5

4

$1,3

67.5

7

$1,4

00.3

8

$1,4

33.9

5

$1,4

68.3

6

$1,5

03.5

9

$1,5

39.6

3

$1,5

76.5

7

$1,6

08.0

9

$1,6

40.2

4

$1,6

73.0

3

$1,7

06.4

9

11

$1,3

18.3

9

$1,3

51.6

7

$1,3

85.8

2

$1,4

20.8

0

$1,4

56.6

8

$1,4

93.4

2

$1,5

31.1

4

$1,5

69.8

2

$1,6

09.4

0

$1,6

50.0

2

$1,6

83.0

1

$1,7

16.6

1

$1,7

50.9

8

$1,7

85.9

9

12

$1,3

76.8

5

$1,4

11.9

2

$1,4

47.8

1

$1,4

84.6

8

$1,5

22.4

2

$1,5

61.0

9

$1,6

00.7

9

$1,6

41.5

3

$1,6

83.2

4

$1,7

26.0

6

$1,7

60.5

6

$1,7

95.7

7

$1,8

31.6

5

$1,8

68.2

7

13

$1,4

54.3

8

$1,4

91.4

6

$1,5

29.4

9

$1,5

68.4

9

$1,6

08.4

7

$1,6

49.4

6

$1,6

91.5

3

$1,7

34.6

0

$1,7

78.8

7

$1,8

24.1

9

$1,8

60.7

2

$1,8

97.8

7

$1,9

35.8

1

$1,9

74.5

3

14

$1,5

15.1

9

$1,5

58.2

9

$1,6

02.7

4

$1,6

48.4

4

$1,6

95.3

8

$1,7

43.7

4

$1,7

93.4

1

$1,8

44.5

3

$1,8

97.1

3

$1,9

51.2

1

$1,9

90.2

0

$2,0

29.9

9

$2,0

70.5

5

$2,1

11.9

6

15

$1,5

91.6

0

$1,6

38.4

7

$1,6

86.7

3

$1,7

36.3

6

$1,7

87.4

8

$1,8

40.0

3

$1,8

94.1

8

$1,9

49.9

4

$2,0

07.3

7

$2,0

66.5

1

$2,1

07.8

1

$2,1

49.9

9

$2,1

92.9

8

$2,2

36.8

7

16

$1,6

77.7

0

$1,7

28.8

2

$1,7

81.4

3

$1,8

35.6

4

$1,8

91.5

0

$1,9

49.0

7

$2,0

08.3

2

$2,0

69.5

3

$2,1

32.5

0

$2,1

97.3

8

$2,2

41.3

5

$2,2

86.1

4

$2,3

31.8

6

$2,3

78.4

6

17

$1,7

78.8

7

$1,8

32.0

2

$1,8

86.7

1

$1,9

43.1

6

$2,0

01.2

0

$2,0

61.0

2

$2,1

22.6

3

$2,1

86.0

7

$2,2

51.4

2

$2,3

18.7

0

$2,3

65.0

3

$2,4

12.3

3

$2,4

60.5

5

$2,5

09.7

6

18

$1,8

63.9

8

$1,9

20.5

7

$1,9

78.9

2

$2,0

38.9

9

$2,1

00.9

2

$2,1

64.7

5

$2,2

30.4

9

$2,2

98.1

7

$2,3

68.0

1

$2,4

39.9

0

$2,4

88.7

3

$2,5

38.4

1

$2,5

89.1

8

$2,6

40.9

7

19

$1,9

60.4

5

$2,0

20.6

6

$2,0

82.6

5

$2,1

46.6

6

$2,2

12.5

3

$2,2

80.4

5

$2,3

50.4

4

$2,4

22.6

3

$2,4

97.0

1

$2,5

73.6

7

$2,6

25.1

6

$2,6

77.6

2

$2,7

31.1

8

$2,7

85.7

7

20

$2,0

65.7

6

$2,1

27.9

9

$2,1

92.0

3

$2,2

58.0

3

$2,3

25.9

8

$2,3

95.9

9

$2,4

68.1

0

$2,5

42.3

7

$2,6

18.8

9

$2,6

97.7

2

$2,7

51.6

5

$2,8

06.7

1

$2,8

62.7

9

$2,9

20.0

5

21

$2,1

61.8

7

$2,2

27.9

6

$2,2

96.0

3

$2,3

66.2

0

$2,4

38.5

3

$2,5

13.0

5

$2,5

89.8

9

$2,6

69.1

0

$2,7

50.6

9

$2,8

34.7

5

$2,8

91.4

6

$2,9

49.2

6

$3,0

08.2

3

$3,0

68.3

3

22

$2,2

69.1

5

$2,3

38.9

8

$2,4

10.9

5

$2,4

85.1

6

$2,5

61.6

5

$2,6

40.5

0

$2,7

21.7

6

$2,8

05.5

4

$2,8

91.9

3

$2,9

80.9

0

$3,0

40.5

4

$3,1

01.3

3

$3,1

63.3

5

$3,2

26.5

9

23

$2,3

85.3

3

$2,4

57.2

3

$2,5

31.2

9

$2,6

07.5

9

$2,6

86.1

6

$2,7

67.0

9

$2,8

50.5

4

$2,9

36.4

3

$3,0

24.8

8

$3,1

16.0

9

$3,1

78.4

1

$3,2

41.9

2

$3,3

06.7

5

$3,3

72.8

8

24

$2,4

93.2

2

$2,5

68.5

2

$2,6

46.0

8

$2,7

26.0

6

$2,8

08.3

7

$2,8

93.1

8

$2,9

80.6

1

$3,0

70.6

6

$3,1

63.4

1

$3,2

59.0

0

$3,3

24.1

8

$3,3

90.6

3

$3,4

58.4

1

$3,5

27.5

4

25

$2,6

01.0

2

$2,6

80.1

5

$2,7

61.5

9

$2,8

45.4

9

$2,9

32.0

8

$3,0

21.2

0

$3,1

13.0

7

$3,2

07.6

7

$3,3

05.2

2

$3,4

05.7

3

$3,4

73.8

1

$3,5

43.3

0

$3,6

14.1

3

$3,6

86.4

0

26

$2,6

97.1

0

$2,7

79.5

4

$2,8

64.4

7

$2,9

52.1

0

$3,0

42.3

2

$3,1

35.3

6

$3,2

31.1

2

$3,3

29.9

4

$3,4

31.6

6

$3,5

36.6

1

$3,6

07.3

0

$3,6

79.4

7

$3,7

53.0

0

$3,8

28.0

4

143

Sche

dule

of S

alar

y R

ates

Fi

rst P

ay P

erio

dof

Jul

y 20

16Jo

b

Gra

de

Step

1

Bi-W

eekl

y St

ep 2

Bi

-Wee

kly

Step

3

Bi-W

eekl

y St

ep 4

Bi

-Wee

kly

Step

5

Bi-W

eekl

y St

ep 6

Bi

-Wee

kly

Step

7

Bi-W

eekl

y St

ep 8

Bi

-Wee

kly

Step

9

Bi-W

eekl

y St

ep 1

0

Bi-W

eekl

y St

ep 1

1

Bi-W

eekl

y St

ep 1

2

Bi-W

eekl

y St

ep 1

3

Bi-W

eekl

y St

ep 1

4

Bi-W

eekl

y

1 $1

,016

.07

$1

,034

.60

$1

,053

.43

$1

,072

.60

$1

,092

.12

$1

,112

.06

$1

,132

.30

$1

,152

.91

$1

,173

.93

$1

,195

.35

$1

,219

.20

$1

,243

.59

$1

,268

.44

$1

,293

.81

2 $1

,036

.17

$1

,054

.68

$1

,073

.56

$1

,092

.79

$1

,112

.28

$1

,132

.20

$1

,152

.49

$1

,173

.09

$1

,194

.11

$1

,215

.40

$1

,239

.70

$1

,264

.51

$1

,289

.75

$1

,315

.56

3 $1

,053

.11

$1

,073

.95

$1

,095

.22

$1

,116

.88

$1

,138

.99

$1

,161

.62

$1

,184

.59

$1

,208

.06

$1

,231

.98

$1

,256

.41

$1

,281

.52

$1

,307

.17

$1

,333

.26

$1

,359

.94

4 $1

,082

.69

$1

,103

.65

$1

,124

.91

$1

,146

.62

$1

,168

.81

$1

,191

.31

$1

,214

.34

$1

,237

.77

$1

,261

.68

$1

,286

.01

$1

,311

.71

$1

,337

.95

$1

,364

.69

$1

,391

.96

5 $1

,101

.38

$1

,124

.01

$1

,147

.06

$1

,170

.64

$1

,194

.64

$1

,219

.17

$1

,244

.25

$1

,269

.78

$1

,295

.89

$1

,322

.45

$1

,348

.87

$1

,375

.85

$1

,403

.35

$1

,431

.39

6 $1

,142

.32

$1

,164

.81

$1

,187

.93

$1

,211

.35

$1

,235

.33

$1

,259

.70

$1

,284

.62

$1

,310

.00

$1

,335

.91

$1

,362

.31

$1

,389

.55

$1

,417

.31

$1

,445

.66

$1

,474

.55

7 $1

,170

.79

$1

,195

.52

$1

,220

.66

$1

,246

.47

$1

,272

.77

$1

,299

.66

$1

,327

.13

$1

,355

.11

$1

,383

.70

$1

,412

.91

$1

,441

.19

$1

,470

.01

$1

,499

.39

$1

,529

.36

8 $1

,198

.38

$1

,225

.06

$1

,252

.32

$1

,280

.18

$1

,308

.71

$1

,337

.86

$1

,367

.70

$1

,398

.16

$1

,429

.28

$1

,461

.12

$1

,490

.31

$1

,520

.15

$1

,550

.55

$1

,581

.54

9 $1

,244

.25

$1

,273

.41

$1

,303

.18

$1

,333

.70

$1

,364

.97

$1

,396

.94

$1

,429

.64

$1

,463

.07

$1

,497

.35

$1

,532

.47

$1

,563

.08

$1

,594

.32

$1

,626

.22

$1

,658

.72

10

$1,2

92.7

8

$1,3

23.8

0

$1,3

55.5

7

$1,3

88.0

8

$1,4

21.3

9

$1,4

55.4

6

$1,4

90.3

9

$1,5

26.1

4

$1,5

62.7

2

$1,6

00.2

2

$1,6

32.2

1

$1,6

64.8

4

$1,6

98.1

3

$1,7

32.0

9

11

$1,3

38.1

7

$1,3

71.9

5

$1,4

06.6

1

$1,4

42.1

1

$1,4

78.5

3

$1,5

15.8

2

$1,5

54.1

1

$1,5

93.3

7

$1,6

33.5

4

$1,6

74.7

7

$1,7

08.2

6

$1,7

42.3

6

$1,7

77.2

4

$1,8

12.7

8

12

$1,3

97.5

0

$1,4

33.1

0

$1,4

69.5

3

$1,5

06.9

5

$1,5

45.2

6

$1,5

84.5

1

$1,6

24.8

0

$1,6

66.1

5

$1,7

08.4

9

$1,7

51.9

5

$1,7

86.9

7

$1,8

22.7

1

$1,8

59.1

2

$1,8

96.2

9

13

$1,4

76.2

0

$1,5

13.8

3

$1,5

52.4

3

$1,5

92.0

2

$1,6

32.6

0

$1,6

74.2

0

$1,7

16.9

0

$1,7

60.6

2

$1,8

05.5

5

$1,8

51.5

5

$1,8

88.6

3

$1,9

26.3

4

$1,9

64.8

5

$2,0

04.1

5

14

$1,5

37.9

2

$1,5

81.6

6

$1,6

26.7

8

$1,6

73.1

7

$1,7

20.8

1

$1,7

69.9

0

$1,8

20.3

1

$1,8

72.2

0

$1,9

25.5

9

$1,9

80.4

8

$2,0

20.0

5

$2,0

60.4

4

$2,1

01.6

1

$2,1

43.6

4

15

$1,6

15.4

7

$1,6

63.0

5

$1,7

12.0

3

$1,7

62.4

1

$1,8

14.2

9

$1,8

67.6

3

$1,9

22.5

9

$1,9

79.1

9

$2,0

37.4

8

$2,0

97.5

1

$2,1

39.4

3

$2,1

82.2

4

$2,2

25.8

7

$2,2

70.4

2

16

$1,7

02.8

7

$1,7

54.7

5

$1,8

08.1

5

$1,8

63.1

7

$1,9

19.8

7

$1,9

78.3

1

$2,0

38.4

4

$2,1

00.5

7

$2,1

64.4

9

$2,2

30.3

4

$2,2

74.9

7

$2,3

20.4

3

$2,3

66.8

4

$2,4

14.1

4

17

$1,8

05.5

5

$1,8

59.5

0

$1,9

15.0

1

$1,9

72.3

1

$2,0

31.2

2

$2,0

91.9

4

$2,1

54.4

7

$2,2

18.8

6

$2,2

85.1

9

$2,3

53.4

8

$2,4

00.5

1

$2,4

48.5

1

$2,4

97.4

6

$2,5

47.4

1

18

$1,8

91.9

4

$1,9

49.3

8

$2,0

08.6

0

$2,0

69.5

7

$2,1

32.4

3

$2,1

97.2

2

$2,2

63.9

5

$2,3

32.6

4

$2,4

03.5

3

$2,4

76.5

0

$2,5

26.0

6

$2,5

76.4

9

$2,6

28.0

2

$2,6

80.5

8

19

$1,9

89.8

6

$2,0

50.9

7

$2,1

13.8

9

$2,1

78.8

6

$2,2

45.7

2

$2,3

14.6

6

$2,3

85.7

0

$2,4

58.9

7

$2,5

34.4

7

$2,6

12.2

8

$2,6

64.5

4

$2,7

17.7

8

$2,7

72.1

5

$2,8

27.5

6

20

$2,0

96.7

5

$2,1

59.9

1

$2,2

24.9

1

$2,2

91.9

0

$2,3

60.8

7

$2,4

31.9

3

$2,5

05.1

2

$2,5

80.5

1

$2,6

58.1

7

$2,7

38.1

9

$2,7

92.9

2

$2,8

48.8

1

$2,9

05.7

3

$2,9

63.8

5

21

$2,1

94.3

0

$2,2

61.3

8

$2,3

30.4

7

$2,4

01.6

9

$2,4

75.1

1

$2,5

50.7

5

$2,6

28.7

4

$2,7

09.1

4

$2,7

91.9

5

$2,8

77.2

7

$2,9

34.8

3

$2,9

93.5

0

$3,0

53.3

5

$3,1

14.3

5

22

$2,3

03.1

9

$2,3

74.0

6

$2,4

47.1

1

$2,5

22.4

4

$2,6

00.0

7

$2,6

80.1

1

$2,7

62.5

9

$2,8

47.6

2

$2,9

35.3

1

$3,0

25.6

1

$3,0

86.1

5

$3,1

47.8

5

$3,2

10.8

0

$3,2

74.9

9

23

$2,4

21.1

1

$2,4

94.0

9

$2,5

69.2

6

$2,6

46.7

0

$2,7

26.4

5

$2,8

08.6

0

$2,8

93.3

0

$2,9

80.4

8

$3,0

70.2

5

$3,1

62.8

3

$3,2

26.0

9

$3,2

90.5

5

$3,3

56.3

5

$3,4

23.4

7

24

$2,5

30.6

2

$2,6

07.0

5

$2,6

85.7

7

$2,7

66.9

5

$2,8

50.5

0

$2,9

36.5

8

$3,0

25.3

2

$3,1

16.7

2

$3,2

10.8

6

$3,3

07.8

9

$3,3

74.0

4

$3,4

41.4

9

$3,5

10.2

9

$3,5

80.4

5

25

$2,6

40.0

4

$2,7

20.3

5

$2,8

03.0

1

$2,8

88.1

7

$2,9

76.0

6

$3,0

66.5

2

$3,1

59.7

7

$3,2

55.7

9

$3,3

54.8

0

$3,4

56.8

2

$3,5

25.9

2

$3,5

96.4

5

$3,6

68.3

4

$3,7

41.7

0

26

$2,7

37.5

6

$2,8

21.2

3

$2,9

07.4

4

$2,9

96.3

8

$3,0

87.9

5

$3,1

82.3

9

$3,2

79.5

9

$3,3

79.8

9

$3,4

83.1

3

$3,5

89.6

6

$3,6

61.4

1

$3,7

34.6

6

$3,8

09.3

0

$3,8

85.4

6

144

Sche

dule

of S

alar

y R

ates

Fi

rst P

ay P

erio

d of

Jan

uary

201

7Jo

b

Gra

de

Step

1

Bi-W

eekl

y St

ep 2

Bi

-Wee

kly

Step

3

Bi-W

eekl

y St

ep 4

Bi

-Wee

kly

Step

5

Bi-W

eekl

y St

ep 6

Bi

-Wee

kly

Step

7

Bi-W

eekl

y St

ep 8

Bi

-Wee

kly

Step

9

Bi-W

eekl

y St

ep 1

0

Bi-W

eekl

y St

ep 1

1

Bi-W

eekl

y St

ep 1

2

Bi-W

eekl

y St

ep 1

3

Bi-W

eekl

y St

ep 1

4

Bi-W

eekl

y

1 $1

,031

.31

$1

,050

.12

$1

,069

.23

$1

,088

.69

$1

,108

.50

$1

,128

.74

$1

,149

.28

$1

,170

.20

$1

,191

.54

$1

,213

.28

$1

,237

.49

$1

,262

.24

$1

,287

.47

$1

,313

.22

2 $1

,051

.71

$1

,070

.50

$1

,089

.66

$1

,109

.18

$1

,128

.96

$1

,149

.18

$1

,169

.78

$1

,190

.69

$1

,212

.02

$1

,233

.63

$1

,258

.30

$1

,283

.48

$1

,309

.10

$1

,335

.29

3 $1

,068

.91

$1

,090

.06

$1

,111

.65

$1

,133

.63

$1

,156

.07

$1

,179

.04

$1

,202

.36

$1

,226

.18

$1

,250

.46

$1

,275

.26

$1

,300

.74

$1

,326

.78

$1

,353

.26

$1

,380

.34

4 $1

,098

.93

$1

,120

.20

$1

,141

.78

$1

,163

.82

$1

,186

.34

$1

,209

.18

$1

,232

.56

$1

,256

.34

$1

,280

.61

$1

,305

.30

$1

,331

.39

$1

,358

.02

$1

,385

.16

$1

,412

.84

5 $1

,117

.90

$1

,140

.87

$1

,164

.27

$1

,188

.20

$1

,212

.56

$1

,237

.46

$1

,262

.91

$1

,288

.83

$1

,315

.33

$1

,342

.29

$1

,369

.10

$1

,396

.49

$1

,424

.40

$1

,452

.86

6 $1

,159

.45

$1

,182

.28

$1

,205

.75

$1

,229

.52

$1

,253

.86

$1

,278

.60

$1

,303

.89

$1

,329

.65

$1

,355

.95

$1

,382

.74

$1

,410

.39

$1

,438

.57

$1

,467

.34

$1

,496

.67

7 $1

,188

.35

$1

,213

.45

$1

,238

.97

$1

,265

.17

$1

,291

.86

$1

,319

.15

$1

,347

.04

$1

,375

.44

$1

,404

.46

$1

,434

.10

$1

,462

.81

$1

,492

.06

$1

,521

.88

$1

,552

.30

8 $1

,216

.36

$1

,243

.44

$1

,271

.10

$1

,299

.38

$1

,328

.34

$1

,357

.93

$1

,388

.22

$1

,419

.13

$1

,450

.72

$1

,483

.04

$1

,512

.66

$1

,542

.95

$1

,573

.81

$1

,605

.26

9 $1

,262

.91

$1

,292

.51

$1

,322

.73

$1

,353

.71

$1

,385

.44

$1

,417

.89

$1

,451

.08

$1

,485

.02

$1

,519

.81

$1

,555

.46

$1

,586

.53

$1

,618

.23

$1

,650

.61

$1

,683

.60

10

$1,3

12.1

7

$1,3

43.6

6

$1,3

75.9

0

$1,4

08.9

0

$1,4

42.7

1

$1,4

77.2

9

$1,5

12.7

5

$1,5

49.0

3

$1,5

86.1

6

$1,6

24.2

2

$1,6

56.6

9

$1,6

89.8

1

$1,7

23.6

0

$1,7

58.0

7

11

$1,3

58.2

4

$1,3

92.5

3

$1,4

27.7

1

$1,4

63.7

4

$1,5

00.7

1

$1,5

38.5

6

$1,5

77.4

2

$1,6

17.2

7

$1,6

58.0

4

$1,6

99.8

9

$1,7

33.8

8

$1,7

68.5

0

$1,8

03.9

0

$1,8

39.9

7

12

$1,4

18.4

6

$1,4

54.6

0

$1,4

91.5

7

$1,5

29.5

5

$1,5

68.4

4

$1,6

08.2

8

$1,6

49.1

7

$1,6

91.1

4

$1,7

34.1

2

$1,7

78.2

3

$1,8

13.7

7

$1,8

50.0

5

$1,8

87.0

1

$1,9

24.7

3

13

$1,4

98.3

4

$1,5

36.5

4

$1,5

75.7

2

$1,6

15.9

0

$1,6

57.0

9

$1,6

99.3

1

$1,7

42.6

5

$1,7

87.0

3

$1,8

32.6

3

$1,8

79.3

2

$1,9

16.9

6

$1,9

55.2

4

$1,9

94.3

2

$2,0

34.2

1

14

$1,5

60.9

9

$1,6

05.3

8

$1,6

51.1

8

$1,6

98.2

7

$1,7

46.6

2

$1,7

96.4

5

$1,8

47.6

1

$1,9

00.2

8

$1,9

54.4

7

$2,0

10.1

9

$2,0

50.3

5

$2,0

91.3

5

$2,1

33.1

3

$2,1

75.7

9

15

$1,6

39.7

0

$1,6

88.0

0

$1,7

37.7

1

$1,7

88.8

5

$1,8

41.5

0

$1,8

95.6

4

$1,9

51.4

3

$2,0

08.8

8

$2,0

68.0

4

$2,1

28.9

7

$2,1

71.5

2

$2,2

14.9

7

$2,2

59.2

6

$2,3

04.4

8

16

$1,7

28.4

1

$1,7

81.0

7

$1,8

35.2

7

$1,8

91.1

2

$1,9

48.6

7

$2,0

07.9

8

$2,0

69.0

2

$2,1

32.0

8

$2,1

96.9

6

$2,2

63.8

0

$2,3

09.0

9

$2,3

55.2

4

$2,4

02.3

4

$2,4

50.3

5

17

$1,8

32.6

3

$1,8

87.3

9

$1,9

43.7

4

$2,0

01.8

9

$2,0

61.6

9

$2,1

23.3

2

$2,1

86.7

9

$2,2

52.1

4

$2,3

19.4

7

$2,3

88.7

8

$2,4

36.5

2

$2,4

85.2

4

$2,5

34.9

2

$2,5

85.6

2

18

$1,9

20.3

2

$1,9

78.6

2

$2,0

38.7

3

$2,1

00.6

1

$2,1

64.4

2

$2,2

30.1

8

$2,2

97.9

1

$2,3

67.6

3

$2,4

39.5

8

$2,5

13.6

5

$2,5

63.9

5

$2,6

15.1

4

$2,6

67.4

4

$2,7

20.7

9

19

$2,0

19.7

1

$2,0

81.7

3

$2,1

45.6

0

$2,2

11.5

4

$2,2

79.4

1

$2,3

49.3

8

$2,4

21.4

9

$2,4

95.8

5

$2,5

72.4

9

$2,6

51.4

6

$2,7

04.5

1

$2,7

58.5

5

$2,8

13.7

3

$2,8

69.9

7

20

$2,1

28.2

0

$2,1

92.3

1

$2,2

58.2

8

$2,3

26.2

8

$2,3

96.2

8

$2,4

68.4

1

$2,5

42.7

0

$2,6

19.2

2

$2,6

98.0

4

$2,7

79.2

6

$2,8

34.8

1

$2,8

91.5

4

$2,9

49.3

2

$3,0

08.3

1

21

$2,2

27.2

1

$2,2

95.3

0

$2,3

65.4

3

$2,4

37.7

2

$2,5

12.2

4

$2,5

89.0

1

$2,6

68.1

7

$2,7

49.7

8

$2,8

33.8

3

$2,9

20.4

3

$2,9

78.8

5

$3,0

38.4

0

$3,0

99.1

5

$3,1

61.0

7

22

$2,3

37.7

4

$2,4

09.6

7

$2,4

83.8

2

$2,5

60.2

8

$2,6

39.0

7

$2,7

20.3

1

$2,8

04.0

3

$2,8

90.3

3

$2,9

79.3

4

$3,0

70.9

9

$3,1

32.4

4

$3,1

95.0

7

$3,2

58.9

6

$3,3

24.1

1

23

$2,4

57.4

3

$2,5

31.5

0

$2,6

07.8

0

$2,6

86.4

0

$2,7

67.3

5

$2,8

50.7

3

$2,9

36.7

0

$3,0

25.1

9

$3,1

16.3

0

$3,2

10.2

7

$3,2

74.4

8

$3,3

39.9

1

$3,4

06.7

0

$3,4

74.8

2

24

$2,5

68.5

8

$2,6

46.1

6

$2,7

26.0

6

$2,8

08.4

5

$2,8

93.2

6

$2,9

80.6

3

$3,0

70.7

0

$3,1

63.4

7

$3,2

59.0

2

$3,3

57.5

1

$3,4

24.6

5

$3,4

93.1

1

$3,5

62.9

4

$3,6

34.1

6

25

$2,6

79.6

4

$2,7

61.1

6

$2,8

45.0

6

$2,9

31.4

9

$3,0

20.7

0

$3,1

12.5

2

$3,2

07.1

7

$3,3

04.6

3

$3,4

05.1

2

$3,5

08.6

7

$3,5

78.8

1

$3,6

50.4

0

$3,7

23.3

7

$3,7

97.8

3

26

$2,7

78.6

2

$2,8

63.5

5

$2,9

51.0

5

$3,0

41.3

3

$3,1

34.2

7

$3,2

30.1

3

$3,3

28.7

8

$3,4

30.5

9

$3,5

35.3

8

$3,6

43.5

0

$3,7

16.3

3

$3,7

90.6

8

$3,8

66.4

4

$3,9

43.7

4